hi all!!!
With the help of this site i have now got much clearer idea about the performance measurement.
just wanna know about some other tools that are used for the measurement of employee performance apart from balanced scorecards and dashboards.
thanx n regards
Aastha.
From India, Ahmadabad
With the help of this site i have now got much clearer idea about the performance measurement.
just wanna know about some other tools that are used for the measurement of employee performance apart from balanced scorecards and dashboards.
thanx n regards
Aastha.
From India, Ahmadabad
Hello Aastha. Balanced scorecards and dashboards are more used for measuring and reporting the performance of the organization, not that of individual employees. Although employee performance measures will typically be included somewhere within the scorecard in one form or another.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
7Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
Hello Aastha! There are many different methods for conducting an employee performance appraisal. And which one you choose will depend on the purpose of the evaluation and the history, structure and culture of the company concerned. This is a big subject, so to put it in perspective, here are some of the options available.
Some employee performance appraisal systems set and measure goal attainment, some measure behaviors as well, some are single rater, some are multi-rater, some list individual competencies, some list organization wide behaviors as well, some include a numerical score, some include written comments only, some allow appraisee responses, some tie the appraisal to remuneration and bonus outcomes, etc etc.
You can find some more information on employee performance management at http://www.businessperform.com/html/...anagement.html
I hope this gets you started in the right direction.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
Some employee performance appraisal systems set and measure goal attainment, some measure behaviors as well, some are single rater, some are multi-rater, some list individual competencies, some list organization wide behaviors as well, some include a numerical score, some include written comments only, some allow appraisee responses, some tie the appraisal to remuneration and bonus outcomes, etc etc.
You can find some more information on employee performance management at http://www.businessperform.com/html/...anagement.html
I hope this gets you started in the right direction.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
My pleasure.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
dear sir!
i have gone through some books articles to get a clearer idea of the performance management.
but the problemi am facing is that how to practically implement that.
in yr first reply u wrote that the score cards n dashboards r not usually for the performance management of teh employees so can u please tell me about the ways to report the data collected for employee appraisal??
coz so far all i have come across as reporting tools even for the performance measurement of employee is the BSC n the dashboards.
Please throw light on the topic n correct me if my understanding after this all reading is not proper.
thanx n regards
Aastha!!
From India, Ahmadabad
i have gone through some books articles to get a clearer idea of the performance management.
but the problemi am facing is that how to practically implement that.
in yr first reply u wrote that the score cards n dashboards r not usually for the performance management of teh employees so can u please tell me about the ways to report the data collected for employee appraisal??
coz so far all i have come across as reporting tools even for the performance measurement of employee is the BSC n the dashboards.
Please throw light on the topic n correct me if my understanding after this all reading is not proper.
thanx n regards
Aastha!!
From India, Ahmadabad
Hello Aastha! Balanced Scorecards give a high level picture of where the entire organization is at in achieving its strategic objectives. The “employee” section of the scorecard, at least in Kaplan and Norton’s view, revolves around learning and innovation; not really so much around individual employee performance. Of course, this varies from organization to organization, as each organization creates a scorecard to suits its own objectives and situation.
As for reporting employee performance, how this is reported depends of the reason for reporting it. BSCs give aggregate results; however, I’m not sure whether you are talking about aggregate employee performance results or reporting the results of each individual. Aggregate results are usually collected with the aim of dividing up bonus payments from a pool or deciding salary increases or deciding whom to fire. Results can be reported as a normal distribution, or as a forced ranking, or by some objective assessment criteria.
I’m not sure where you are coming from, so you will need to tell us a lot more about what you have found out and what you still need to find out before I can help you further.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
As for reporting employee performance, how this is reported depends of the reason for reporting it. BSCs give aggregate results; however, I’m not sure whether you are talking about aggregate employee performance results or reporting the results of each individual. Aggregate results are usually collected with the aim of dividing up bonus payments from a pool or deciding salary increases or deciding whom to fire. Results can be reported as a normal distribution, or as a forced ranking, or by some objective assessment criteria.
I’m not sure where you are coming from, so you will need to tell us a lot more about what you have found out and what you still need to find out before I can help you further.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
dear sir ,
again my hearty thanx to u for sharing yr valuable knowledge with me!
sir wat exactly i am lookin forward to is the methods to report the performance of the individual employee with the intend to know where he stands at the point of performing performance appraisal.
i want tools/methods to collect data for the particular employee just to check if he is meeting the goals that have been assigned to him/her... if not then wats the status.. a training can help overcome the problem? or is the performance not acceptable at all so the only way out is to fire the employee...
i just need a broad idea that how the things that we are measuring can be reported so as to b compared with the expected performance???
thanx & regards
Aastha !
From India, Ahmadabad
again my hearty thanx to u for sharing yr valuable knowledge with me!
sir wat exactly i am lookin forward to is the methods to report the performance of the individual employee with the intend to know where he stands at the point of performing performance appraisal.
i want tools/methods to collect data for the particular employee just to check if he is meeting the goals that have been assigned to him/her... if not then wats the status.. a training can help overcome the problem? or is the performance not acceptable at all so the only way out is to fire the employee...
i just need a broad idea that how the things that we are measuring can be reported so as to b compared with the expected performance???
thanx & regards
Aastha !
From India, Ahmadabad
Aastha, it seems BSCs and dashboards are not where you should be looking. It seems as if you are talking about individual performance appraisals: measuring and reporting systems to report back to the individual employee.
For tools to do this, there are a number of software programs around that will record, track and report attainment of employee goals. If you do not have a large number of employees, a spreadsheet will work just as well. You only mention meeting goals, so I will give a couple of examples here. Of course, many performance management systems also appraise behaviors and competencies.
Say an employee goal is to attend at least 10 monthly meetings in the year. One cell of the spreadsheet will record the goal: 10. Another cell will record the actual number of meetings attended, say 8. Another cell will calculate the percentage of the goal attained. In this case, 8/10 or 80%.
As a second example, the goal is to assemble 300 defect free products per month. The first cell records the goal, the second the actual number of products produced and the third the formula that calculates the percent attained.
These are simple examples, but they are a start. I hope this helps. Any good book on performance management will illustrate more complex examples.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
For tools to do this, there are a number of software programs around that will record, track and report attainment of employee goals. If you do not have a large number of employees, a spreadsheet will work just as well. You only mention meeting goals, so I will give a couple of examples here. Of course, many performance management systems also appraise behaviors and competencies.
Say an employee goal is to attend at least 10 monthly meetings in the year. One cell of the spreadsheet will record the goal: 10. Another cell will record the actual number of meetings attended, say 8. Another cell will calculate the percentage of the goal attained. In this case, 8/10 or 80%.
As a second example, the goal is to assemble 300 defect free products per month. The first cell records the goal, the second the actual number of products produced and the third the formula that calculates the percent attained.
These are simple examples, but they are a start. I hope this helps. Any good book on performance management will illustrate more complex examples.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
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