compare and contrast your own experiences with performance m

compare and contrast your own experiences with performance management with key sections of the chapter including: Who Evaluates, What to Evaluate and How to Evaluate

Solution

Performance evaluation is intended to

All the performance must be aligned to SMART goal (Specific, Measurable, Attainable, Realistic and Time bounded) and helps in ensuring ongoing process and improvement in the current process.

Who will evaluate: Managers or the person whom the resource is reporting to is the right person to evaluate the resource, as most of his KPI’s are supposed to fulfil through the task assigned by the manager.

What to evaluate: Evaluate the fulfilment of responsibility, task given and value addition to his role to the company. Can also track based on the responsibilities assigned and how much have been fulfilled on real time. Performance related to roles, discipline, aligned to company culture, team building or collaboration capabilities, communication to the clients and new initiatives.

How to evaluate: Time period of evaluation is very important. It can be quarterly, half year or yearly review. Systematic approach is necessary to track the review and giving proper feedback or guidance to improve their performance. Productivity trackers can be used for daily or weekly monitoring of employee activities. Reviews can be relative or individual , where relative might be based on comparing similar work profile employee each other and rating is based on their relative performance. Divide the whole performance review to subsets to evaluate in detail. Give weightage to the major milestones, so that it gives more preference more value added things.