Dear Seniors,
We have planned to identify “Best employee” of the year and the selected employee will be awarded for that. We wanna have the rating parameters that are measurable so that we make it unbiased.
Measurable parameters like Attendance - late coming, Technical n etc..
please help me out with few ideas on such parameters.
Thanks,
Divya Vijayakumar
From India, Chennai
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11We have planned to identify “Best employee” of the year and the selected employee will be awarded for that. We wanna have the rating parameters that are measurable so that we make it unbiased.
Measurable parameters like Attendance - late coming, Technical n etc..
please help me out with few ideas on such parameters.
Thanks,
Divya Vijayakumar
From India, Chennai
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In addition, the following parameters may be considered while evaluating:
1. Integrity
2. Reliability
3. Involvement
4. Sincerity
5. Team Spirit
6. Discipline
7. Initiative
8. Commitment, etc.
Pon, Chennai
From India, Lucknow
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1. Integrity
2. Reliability
3. Involvement
4. Sincerity
5. Team Spirit
6. Discipline
7. Initiative
8. Commitment, etc.
Pon, Chennai
From India, Lucknow
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Dear Divya,
Please consider the rate of improvement as a criterion. Any employee who can demonstrate the highest degree of improvement must be acknowledged.
Looking forward to understanding how you designed it.
From India, Mumbai
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Please consider the rate of improvement as a criterion. Any employee who can demonstrate the highest degree of improvement must be acknowledged.
Looking forward to understanding how you designed it.
From India, Mumbai
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Dear Pon & (Cite Contribution),
Thanks for sharing your ideas.
I understand the need and importance of these parameters but doubt whether it can be measurable by any means. We are particularly looking for parameters that are specific and measurable. For example, having Attendance as one parameter, we can measure employees' punctuality and whether they have taken more planned or unplanned leaves, etc. Similarly, their performance can be measured in technical grounds.
Please share similar parameters, if any, that can be measurable. We are planning to have a minimum of 5 measurable parameters followed by general criteria that can be considered additionally for overall evaluation. The main idea is that, with measurable parameters, the rating committee can act unbiased, and it can also serve as records for any reference.
Please suggest how we can make it better.
Dear (Cite Contribution), the "Rate of improvement" criteria really sounds good, but please brief me a little more about rating employees on their improvement.
Kindly note I'm an emerging HR professional, and this is the first time I'm getting involved in such activity, so please support me to understand and perform better.
Thanks in advance.
Divya
From India, Chennai
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Thanks for sharing your ideas.
I understand the need and importance of these parameters but doubt whether it can be measurable by any means. We are particularly looking for parameters that are specific and measurable. For example, having Attendance as one parameter, we can measure employees' punctuality and whether they have taken more planned or unplanned leaves, etc. Similarly, their performance can be measured in technical grounds.
Please share similar parameters, if any, that can be measurable. We are planning to have a minimum of 5 measurable parameters followed by general criteria that can be considered additionally for overall evaluation. The main idea is that, with measurable parameters, the rating committee can act unbiased, and it can also serve as records for any reference.
Please suggest how we can make it better.
Dear (Cite Contribution), the "Rate of improvement" criteria really sounds good, but please brief me a little more about rating employees on their improvement.
Kindly note I'm an emerging HR professional, and this is the first time I'm getting involved in such activity, so please support me to understand and perform better.
Thanks in advance.
Divya
From India, Chennai
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Dear Divya,
All parameters can be measured on a 1-5 scale. Since you want specifics on measurement, the following parameters may be tried. I don't know your industry type and line of business:
1. Cost control
2. Timely delivery
3. MIS reports generation by the individual
4. Quality adherence
5. Safety implementation
6. Compliance with company policies
etc.
Pon, Chennai
From India, Lucknow
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All parameters can be measured on a 1-5 scale. Since you want specifics on measurement, the following parameters may be tried. I don't know your industry type and line of business:
1. Cost control
2. Timely delivery
3. MIS reports generation by the individual
4. Quality adherence
5. Safety implementation
6. Compliance with company policies
etc.
Pon, Chennai
From India, Lucknow
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Hello Divya,
You may also consider KRA ratings and superior feedback. Last year, we did it for the "best employee" from all departments as it makes more sense. Like the best in Operations, the best in HR, the best in Marketing, etc. The ratings were done as per the KRAs assigned.
Hope it helps.
Kanika
From India, Delhi
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You may also consider KRA ratings and superior feedback. Last year, we did it for the "best employee" from all departments as it makes more sense. Like the best in Operations, the best in HR, the best in Marketing, etc. The ratings were done as per the KRAs assigned.
Hope it helps.
Kanika
From India, Delhi
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Have you considered a 360 deg appraisal system? A best employee is someone who is popular among his bosses, his subordinates and his colleagues... You maynot need to go for any other measurable! Reg,
From United States, Daphne
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From United States, Daphne
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Dear Divya,
I agree with pon1965, senior members' view on the 1-5 scale. There are various aspects of a personality which can be chosen specifically for each person and the type of task being assigned from time to time. The list can be summarized alphabetically, i.e., A for Ability, B for Bravery, C for Courage, etc., and the list can go up to Z. It's a good measurement instrument of personality.
With warm wishes.
vpk55pune@gmail.com
Senior Member
From India, Pune
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I agree with pon1965, senior members' view on the 1-5 scale. There are various aspects of a personality which can be chosen specifically for each person and the type of task being assigned from time to time. The list can be summarized alphabetically, i.e., A for Ability, B for Bravery, C for Courage, etc., and the list can go up to Z. It's a good measurement instrument of personality.
With warm wishes.
vpk55pune@gmail.com
Senior Member
From India, Pune
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Dear Ms. Divya, I have a ready format for evaluating employees for Best Employees. I will send it as an attachment shortly. Regards, Sidhesh Bandodkar.
From India, Panaji
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From India, Panaji
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Dear Divya,
Implementing the Best Employee program will be a motivating factor for all employees. May I suggest three steps which come to mind:
Step 01 will be to decide if you will implement it for each department/function or just one winner from all. Generally, function-wise is a better option.
Step 02 - When you give a Best Employee Award, there are two important sides of the coin: One that you need to see it from a company perspective, and secondly, it means you wish to make that person a role model. Their characteristics, professionalism, and qualities are the kind you wish to have others emulate. Therefore, based on the company's requirements, vision, and goals, you can start by listing down five qualities that are important for the company to see in their employees. You will also need to establish criteria that would make employees eligible to be nominated.
E.g., In welding - It's not important to have speed, but the quality of the weld, performance, and tensile strength. Whereas in an HR function, what's important for one company may be attrition, TAT for process completion, weightage given to feedback from employees, etc. Similarly, in Accounts - what's valuable is accuracy and integrity; more than speed or quality, etc.
Step 03: When you reward an employee, it should be for behaviors and outcomes that are very clear to both the employer and employee. Remember that the person you select will need to have the qualities you define, and once you applaud the person as the Best Employee, others will strive for the same. So, reward and measure with care and consideration. Also, not all parameters can be strictly quantitative since qualities can be best defined only by situations, which are unpredictable. But when a boss recommends an employee, they will need to measure qualitative and quantitative factors like:
a) Achievements in the Last Performance Evaluation
b) Greater Than 95% Attendance during the year
c) Initiative, Attitude, Communication Skills, Accuracy, Stress Management, Teamwork, etc.
d) Events/Situations that make the candidate outstanding - For this, the immediate supervisor can perhaps consider the following process:
i) Select one event that the individual did, which was outstanding
ii) Describe in detail the event and the situation
iii) Describe the way the employee handled the situation and which qualities were important
iv) Then finally state whether the actions taken resulted in a positive outcome and reasons for the same.
I also found this post which may provide some good-to-know information: https://www.citehr.com/4324-best-emp...ip-styles.html
Hope you have a successful Award ceremony.
Regards,
Deena Jagasia
From India, Mumbai
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Implementing the Best Employee program will be a motivating factor for all employees. May I suggest three steps which come to mind:
Step 01 will be to decide if you will implement it for each department/function or just one winner from all. Generally, function-wise is a better option.
Step 02 - When you give a Best Employee Award, there are two important sides of the coin: One that you need to see it from a company perspective, and secondly, it means you wish to make that person a role model. Their characteristics, professionalism, and qualities are the kind you wish to have others emulate. Therefore, based on the company's requirements, vision, and goals, you can start by listing down five qualities that are important for the company to see in their employees. You will also need to establish criteria that would make employees eligible to be nominated.
E.g., In welding - It's not important to have speed, but the quality of the weld, performance, and tensile strength. Whereas in an HR function, what's important for one company may be attrition, TAT for process completion, weightage given to feedback from employees, etc. Similarly, in Accounts - what's valuable is accuracy and integrity; more than speed or quality, etc.
Step 03: When you reward an employee, it should be for behaviors and outcomes that are very clear to both the employer and employee. Remember that the person you select will need to have the qualities you define, and once you applaud the person as the Best Employee, others will strive for the same. So, reward and measure with care and consideration. Also, not all parameters can be strictly quantitative since qualities can be best defined only by situations, which are unpredictable. But when a boss recommends an employee, they will need to measure qualitative and quantitative factors like:
a) Achievements in the Last Performance Evaluation
b) Greater Than 95% Attendance during the year
c) Initiative, Attitude, Communication Skills, Accuracy, Stress Management, Teamwork, etc.
d) Events/Situations that make the candidate outstanding - For this, the immediate supervisor can perhaps consider the following process:
i) Select one event that the individual did, which was outstanding
ii) Describe in detail the event and the situation
iii) Describe the way the employee handled the situation and which qualities were important
iv) Then finally state whether the actions taken resulted in a positive outcome and reasons for the same.
I also found this post which may provide some good-to-know information: https://www.citehr.com/4324-best-emp...ip-styles.html
Hope you have a successful Award ceremony.
Regards,
Deena Jagasia
From India, Mumbai
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Attrition-rate. xls
Revised rate.pdf
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