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
10We 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
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
1. Integrity
2. Reliability
3. Involvement
4. Sincerity
5. Team Spirit
6. Discipline
7. Initiative
8. Commitment, etc
Pon, Chennai
From India, Lucknow
Dear Divya,
Please consider the rate of improvement as a criteria. Any employee who can register the highest degree of improvement, must be acknowledged.
Looking forward to understand how you designed it
From India, Mumbai
Please consider the rate of improvement as a criteria. Any employee who can register the highest degree of improvement, must be acknowledged.
Looking forward to understand how you designed it
From India, Mumbai
Dear Pon & (Cite Contribution), thanks for sharing your ideas.
I understand the need & 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.
Eg. having Attendance as one parameter we can measure employees punctuality and whether they have taken more planned or unplanned leaves etc. and same way his performance can be measured in technical grounds.
please share similar parameters if any, that can be measurable. We are planning to have minimum 5 measurable parameters and followed with general criteria's that can considered additionally for overall evaluation.
the main idea is that, with measurable parameters, the rating can committee can act unbiased and also it can be served as records for any reference.
please suggest how better we can make it.
And Dear (Cite Contribution), the "Rate of improvement" criteria really sounds good but please brief me 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 it better.
Thanks in advance.
Divya
From India, Chennai
I understand the need & 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.
Eg. having Attendance as one parameter we can measure employees punctuality and whether they have taken more planned or unplanned leaves etc. and same way his performance can be measured in technical grounds.
please share similar parameters if any, that can be measurable. We are planning to have minimum 5 measurable parameters and followed with general criteria's that can considered additionally for overall evaluation.
the main idea is that, with measurable parameters, the rating can committee can act unbiased and also it can be served as records for any reference.
please suggest how better we can make it.
And Dear (Cite Contribution), the "Rate of improvement" criteria really sounds good but please brief me 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 it better.
Thanks in advance.
Divya
From India, Chennai
Dear Divya,
All parameters can be measured in a 1-5 scale.
Since you want specific 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 of company policies.
etc
Pon, Chennai
From India, Lucknow
All parameters can be measured in a 1-5 scale.
Since you want specific 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 of company policies.
etc
Pon, Chennai
From India, Lucknow
Hello Divya,
You may also consider KRA rating and superior feedback.
Last year we did it for but it was "best employee" from all departments as it makes more sense.
Like best in Operations, Best in HR, Best in marketing etc.
The rating was done as per the KRAs assigned.
Hope it helps.
Kanika
From India, Delhi
You may also consider KRA rating and superior feedback.
Last year we did it for but it was "best employee" from all departments as it makes more sense.
Like best in Operations, Best in HR, Best in marketing etc.
The rating was done as per the KRAs assigned.
Hope it helps.
Kanika
From India, Delhi
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
From United States, Daphne
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 per 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 e.t.c and the list can go upto Z. Its a good measurement instrument of personality.
With warm wishes.
Senior Member
From India, Pune
I agree with pon1965, senior members view on the 1-5 scale. There are various aspects of a personality which can be chosen specifically per 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 e.t.c and the list can go upto Z. Its a good measurement instrument of personality.
With warm wishes.
Senior Member
From India, Pune
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
From India, Panaji
Dear Divya ,
Implementing the Best Employee programme will be a motivating factor for all employees. May I suggest a three steps which come to mind -
a) Step 01 will be to decided if you will implement it for each dept/function or just 01 winner from all. Generally function wise is a better option.
b) 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 second it means you wish to make that person a role model, their characteristics, professionalism, qualities are the kind you wish to have others emulate. Therefore, based on a company requirement, vision, goal - you can start with putting down 05 qualities which are important for the company to see in their employees. You will also need to put down criteria which would make employees eligible to be nominated.
Eg -In welding - Its not important to have speed, but quality of weld, performance, tensile strength. Whereas in a HR function- what's important for one company may be Attrition, TAT for completion of process, 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 behaviours, outcomes which should be very clear to the employer and employee. And remember that the person you select will need to have the qualities you define and once you applaud the person as a Best Employee; other will strive for the same. So rewards and measure with care and consideration. Also all parameters cant be strictly quantitative since qualities can be best defined only by situations and these are unpredictable. But when a Boss recommends an employee, they will need to measure qualitative ad quantitative factors like -
a) achieved in Last Performance Evaluation
b) Greater Than 95% Attendance during the year
c) Initiative, Attitude, Communication Skills, Accuracy, Stress Management Teamwork, etc
d) Event/Situation which 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, 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 same.
I also found this post which may give 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
Implementing the Best Employee programme will be a motivating factor for all employees. May I suggest a three steps which come to mind -
a) Step 01 will be to decided if you will implement it for each dept/function or just 01 winner from all. Generally function wise is a better option.
b) 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 second it means you wish to make that person a role model, their characteristics, professionalism, qualities are the kind you wish to have others emulate. Therefore, based on a company requirement, vision, goal - you can start with putting down 05 qualities which are important for the company to see in their employees. You will also need to put down criteria which would make employees eligible to be nominated.
Eg -In welding - Its not important to have speed, but quality of weld, performance, tensile strength. Whereas in a HR function- what's important for one company may be Attrition, TAT for completion of process, 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 behaviours, outcomes which should be very clear to the employer and employee. And remember that the person you select will need to have the qualities you define and once you applaud the person as a Best Employee; other will strive for the same. So rewards and measure with care and consideration. Also all parameters cant be strictly quantitative since qualities can be best defined only by situations and these are unpredictable. But when a Boss recommends an employee, they will need to measure qualitative ad quantitative factors like -
a) achieved in Last Performance Evaluation
b) Greater Than 95% Attendance during the year
c) Initiative, Attitude, Communication Skills, Accuracy, Stress Management Teamwork, etc
d) Event/Situation which 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, 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 same.
I also found this post which may give 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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