Dear All;
My manager asked me a question and left me some time to answer it, if the answer is reasonable the system shall be implemented in the whole company and I shall be promoted.
" How can we measure the performance of a whole department, knowing that such deparment comprises excellent employees, so what can we do to measure the overall outcome of the department?"
From my side i started to read and make some researches about the question, yet i don't know from where i start.
The company in which i work is an engineering company and the total number is around 2700 persons (engineering and administrative personnel)
Thank you in advance for helping me
jano
From Egypt, Cairo
My manager asked me a question and left me some time to answer it, if the answer is reasonable the system shall be implemented in the whole company and I shall be promoted.
" How can we measure the performance of a whole department, knowing that such deparment comprises excellent employees, so what can we do to measure the overall outcome of the department?"
From my side i started to read and make some researches about the question, yet i don't know from where i start.
The company in which i work is an engineering company and the total number is around 2700 persons (engineering and administrative personnel)
Thank you in advance for helping me
jano
From Egypt, Cairo
Dear jano,
how u know that employees are excellent, means you have something in place to measure their work. if not, start with their KRA and KPIs. if their KRA and KPIs are structured and informed to all, their performance can be measured on the same.
understand the basic funda of performance management. every one must have some deliverables decided by management based on the goal sheet of organisation for a specific timeframe. deliverables and goals should be SMART.
work out the performance parameters based on deliverables. parameters should be quantifiable (in numbers) only then it can be measured. (it can be in percentage also)
hope it will help you.
From India, New Delhi
5how u know that employees are excellent, means you have something in place to measure their work. if not, start with their KRA and KPIs. if their KRA and KPIs are structured and informed to all, their performance can be measured on the same.
understand the basic funda of performance management. every one must have some deliverables decided by management based on the goal sheet of organisation for a specific timeframe. deliverables and goals should be SMART.
work out the performance parameters based on deliverables. parameters should be quantifiable (in numbers) only then it can be measured. (it can be in percentage also)
hope it will help you.
From India, New Delhi
Hi Jano,
For measuring the performance of the department as a whole you need to evaluate individual performance.
I guess your company might already be having some kind of performance rating system in place. Firstly, try to find out the loopholes/issues with that system. Next thing would be the understanding the job profile of every employee and his reporting relationship. For example a particular designation is responsible for price negotiation with the vendors and releasing the order for purchase of any product.
In this case there should be a clear understanding that even after the price negotiation is that particular designation has rights for finalizing that vendor or he has to send it to higher authority for approval and then release the check. In this case the single designation has to coordinate with 3 verticals, his senior, the vendor, and the accounts for releasing the check. if any of these will delay then ultimately he will not be able to deliver his job on time. So when you draft the KRA give the weightage accordingly.
Now consolidate it department wise but now when you will calculate it for the department as a whole then 60% -70 % weightage should be for the Senior management employees performance in that department and rest will be of the middle management and lower level employees.
Keep these two things in mind and then draft. It’s a very lengthy process.
Regards,
Lakshmi
From India, Calcutta
For measuring the performance of the department as a whole you need to evaluate individual performance.
I guess your company might already be having some kind of performance rating system in place. Firstly, try to find out the loopholes/issues with that system. Next thing would be the understanding the job profile of every employee and his reporting relationship. For example a particular designation is responsible for price negotiation with the vendors and releasing the order for purchase of any product.
In this case there should be a clear understanding that even after the price negotiation is that particular designation has rights for finalizing that vendor or he has to send it to higher authority for approval and then release the check. In this case the single designation has to coordinate with 3 verticals, his senior, the vendor, and the accounts for releasing the check. if any of these will delay then ultimately he will not be able to deliver his job on time. So when you draft the KRA give the weightage accordingly.
Now consolidate it department wise but now when you will calculate it for the department as a whole then 60% -70 % weightage should be for the Senior management employees performance in that department and rest will be of the middle management and lower level employees.
Keep these two things in mind and then draft. It’s a very lengthy process.
Regards,
Lakshmi
From India, Calcutta
Dear Jano,
Other members have told already on you should go ahead. I would like to add few points.
Identify the internal customers of each department. Measure the index of satisfaction.
The second thing you can do is to identify the KPIs for every department. based on the KPIs, you can devise the KRAs. Give departments to attain their KRAs.
Ok...
Dinesh V Divekar
[dineshdivekar@yahoo.com]
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
Other members have told already on you should go ahead. I would like to add few points.
Identify the internal customers of each department. Measure the index of satisfaction.
The second thing you can do is to identify the KPIs for every department. based on the KPIs, you can devise the KRAs. Give departments to attain their KRAs.
Ok...
Dinesh V Divekar
[dineshdivekar@yahoo.com]
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
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