MY DEAR HR FELLOZ
GOOD MORNING TO ALL
I HAVE ONE QUERY PLS SOLVE IT :
My boss telling me that start qtrly appraisel system for sales employee & he wants to track them as per the targate vs achievement.
Can anyone suggest me what can I do now? And what is the best procedure to track them on their performance.
Thanks n regards,
Abhishek Tiwari
From India, Pune
72GOOD MORNING TO ALL
I HAVE ONE QUERY PLS SOLVE IT :
My boss telling me that start qtrly appraisel system for sales employee & he wants to track them as per the targate vs achievement.
Can anyone suggest me what can I do now? And what is the best procedure to track them on their performance.
Thanks n regards,
Abhishek Tiwari
From India, Pune
Hi Abhishek, How many memebres are there in your Sales team?. and do u have a performance review form to assess there targets? Regards, Kavitha
From India, Madras
From India, Madras
You would be having KRA for all teh employees rite? then why should be mention all the components here?...i would suggest you to give a three coloumns
1. previous rating
2. current rating
3.expected rating
in all th components. so it would be easy for you to track and assess the performance. are you having ur Performance review form in Word format?
Regards,
Kavitha
From India, Madras
1. previous rating
2. current rating
3.expected rating
in all th components. so it would be easy for you to track and assess the performance. are you having ur Performance review form in Word format?
Regards,
Kavitha
From India, Madras
ya i have kRA of each employees.
Kavi i cant get a word of u abt ratings. I think previous rating is for the last quarter n current rating is for the existing quarter n expected rating is for the comming quarter is it?
yes i am having this is in word format.
From India, Pune
Kavi i cant get a word of u abt ratings. I think previous rating is for the last quarter n current rating is for the existing quarter n expected rating is for the comming quarter is it?
yes i am having this is in word format.
From India, Pune
Yes exactly the same i ment reg rating. and it would be more easy for u if u convert this format to a excel sheet... have i answered ur question? Regards, Kavitha
From India, Madras
From India, Madras
Dear Abhishek,
All this is fine, do you have any CRM software to track the No. Of calls made, No. of enquiry generated, Hit ratio between enquiry generated Vs order booked. Order lost analysis. When you have all these data’s are ready with you, you can translate these inputs into your appraisal system. Since your sales team size is more in no. tracking all of them will be a Himalayan task, so my suggestion would be you should go in for some software which will track the activities and output will be generated, based on this you can evolve a system of appraisal
From United States,
All this is fine, do you have any CRM software to track the No. Of calls made, No. of enquiry generated, Hit ratio between enquiry generated Vs order booked. Order lost analysis. When you have all these data’s are ready with you, you can translate these inputs into your appraisal system. Since your sales team size is more in no. tracking all of them will be a Himalayan task, so my suggestion would be you should go in for some software which will track the activities and output will be generated, based on this you can evolve a system of appraisal
From United States,
Dear Suresh
thank u so much for sharing ur knoweldge...ya we have the CRM software n we can generate all details wat u hv mentoned. ya it is himalayan task u r abso ryt but there are other members also in my team so it being not more tough for me.
m thinking the same like u m working on ths in d same manner but i was littl bit confused tht wat it ll be effective for me or not but now m getting confident it shuld be good .
Thanks a lot suresh for sharing ur knoweldge with me hope u ll keep sharing with us in future. if any other relevent info u hv pls share
abhishek
From India, Pune
thank u so much for sharing ur knoweldge...ya we have the CRM software n we can generate all details wat u hv mentoned. ya it is himalayan task u r abso ryt but there are other members also in my team so it being not more tough for me.
m thinking the same like u m working on ths in d same manner but i was littl bit confused tht wat it ll be effective for me or not but now m getting confident it shuld be good .
Thanks a lot suresh for sharing ur knoweldge with me hope u ll keep sharing with us in future. if any other relevent info u hv pls share
abhishek
From India, Pune
First decide the parameter on which performance of sales guys to be assessed. As per me these could be
Regds,
Ashish
From India, Delhi
- Understanding of the Product or sevices offering to the client
- Sales done in a quater (Target Vs Achieved)
- No of client made(New Account)
- Client handling capabilities
- After Sales Support
- Communication Skill
- Presentation Skill
- Personality
Regds,
Ashish
From India, Delhi
Hi
I hope my answer will be useful. I think your performance rating should come from your department action plan. You can
1. take the company strategic/operational plan. extract all the planned projects, initiatives for this year.
2. Put a simple Balanced Score Card (BSC) quadrants for your department
3. Start filling the quadrants with some good performance indicators to address the items extracted from the company plan
4. Now, you can provide ratings for these.
5. Prepare Action plan for your department
6. While preparing action plan, assign your department employees (individual or pool) to each action
7. Provide some achievable performance standard (in %) to each action
8. Brainstorm, by asking them to provide their ability to achieve these actions in %
9. Now your can sit and prepare the ratings for each action based on the % to achieve & % that can be achieved by the employee
This way, you can actually tie the performance of the individual employee to the department goals & achievements and eventually company plans & achievements for the fiscal year. While doing this, the exercise will help you identify the skill-gap of the department staff which eventually will feed into your yearly department training plan.
The chain reaction will go on and on from here
Stay Blessed
Hepzi
From Trinidad and Tobago, Mucurapo
I hope my answer will be useful. I think your performance rating should come from your department action plan. You can
1. take the company strategic/operational plan. extract all the planned projects, initiatives for this year.
2. Put a simple Balanced Score Card (BSC) quadrants for your department
3. Start filling the quadrants with some good performance indicators to address the items extracted from the company plan
4. Now, you can provide ratings for these.
5. Prepare Action plan for your department
6. While preparing action plan, assign your department employees (individual or pool) to each action
7. Provide some achievable performance standard (in %) to each action
8. Brainstorm, by asking them to provide their ability to achieve these actions in %
9. Now your can sit and prepare the ratings for each action based on the % to achieve & % that can be achieved by the employee
This way, you can actually tie the performance of the individual employee to the department goals & achievements and eventually company plans & achievements for the fiscal year. While doing this, the exercise will help you identify the skill-gap of the department staff which eventually will feed into your yearly department training plan.
The chain reaction will go on and on from here
Stay Blessed
Hepzi
From Trinidad and Tobago, Mucurapo
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TEACHER PERFORMANCE APPRISAL SYSTEM.zip
Performance Management System.doc