Hi Siddiqif,
Glad to hear that you found my response somewhat useful.
Some other methods that come to mind, with regard to identifying strong performers:
*Extant data: Records like previous performance appraisals, customer surveys, sales reports etc. are a good source for obtaining information on performers who consistently perform above the average.
*Surveys: It is not too difficult to implement a survey within your organization and identify key stakeholders. One of the questions could be "Who do you go to when you have an issue with --------" If a person's name consistently surfaces, then he/she is likely to be a good performer. You can then interview them directly to get their opinions.
*Competency analysis: Analyze the behavior of some good performers and break it down in terms of competencies that characterize optimal performers. This will enable you to see which skills are lacking in some people, and you can then undertake specific training/non-training interventions.
*360 degree evaluations are a hot thing these days. Get someone evaluated by seniors, peers and juniors to identify what they are doing right.
As a HR representative, you should be able to approach people with a high degree of confidentiality and extract these kinds of information.
A word of caution though, identifying strong performers is easier and preferable to finding out who weak performers are.
For example, if you ask people to rate others on a scale of 1-5, people rarely will speak ill of their colleagues and would try to rate everyone as 3,4 or 5. This doesn't give you any useful information at all.
Instead try a positive approach, by asking them to rate one person who they would approach if they had a work related problem, and this will get you useful information like, who is knowledgable about something etc.
Take care,
Ram[/list]
Glad to hear that you found my response somewhat useful.
Some other methods that come to mind, with regard to identifying strong performers:
*Extant data: Records like previous performance appraisals, customer surveys, sales reports etc. are a good source for obtaining information on performers who consistently perform above the average.
*Surveys: It is not too difficult to implement a survey within your organization and identify key stakeholders. One of the questions could be "Who do you go to when you have an issue with --------" If a person's name consistently surfaces, then he/she is likely to be a good performer. You can then interview them directly to get their opinions.
*Competency analysis: Analyze the behavior of some good performers and break it down in terms of competencies that characterize optimal performers. This will enable you to see which skills are lacking in some people, and you can then undertake specific training/non-training interventions.
*360 degree evaluations are a hot thing these days. Get someone evaluated by seniors, peers and juniors to identify what they are doing right.
As a HR representative, you should be able to approach people with a high degree of confidentiality and extract these kinds of information.
A word of caution though, identifying strong performers is easier and preferable to finding out who weak performers are.
For example, if you ask people to rate others on a scale of 1-5, people rarely will speak ill of their colleagues and would try to rate everyone as 3,4 or 5. This doesn't give you any useful information at all.
Instead try a positive approach, by asking them to rate one person who they would approach if they had a work related problem, and this will get you useful information like, who is knowledgable about something etc.
Take care,
Ram[/list]