Hi, We are planning to announce the best performer/employee of the month, please let me the criteria for selecting the best performer. Regards, Vidyaranya.
From India , Bangalore
In a few companies, its the 'face-value' that matters! Do you have a monthly target system? Do you have averages in place? Are they communicated?
Then you would be fair in your system. Else, you will be having an idealized system which really doesnt work well...
If you share the sector / company businesses, and the size of the organization, one might be able to give you more info!

From United States , Daphne
If it is Best Performance award... then it has to be only on Performance.. like for highest sale... or target based things...:blink: .. You will have to analyze the Performance.. & understand the trend..
However, if you are going for overall performer,, then you might need different categories.:!:
I think someone in Call Center HR,, can give this information in much detail..
Shilpa :lol:

Thanks for reply,

I am in working Construction Company, we are constructing Residential Apartments, Villas, and we have Engineers, Supervisors (who are working projects), Sales team, Customer care team & supporting staff like Accounts, Collection team, Admin, Legal, Liaison team, so very difficult to have the parameter for best performer selection i.e. I am seeking help from you all.


From India , Bangalore
While functions like sales, customer care, admin, accounts, etc. are easy to measure and compare, the construction workforce of engineers and supervisors cannot be measure so easily... The value chain and the delivery cycles extend over a month... hence, I would not normally expect or advise a monthly best performer system.
Will get back after some more thought!

From United States , Daphne
ramanuj rai
I feel still you can set some KRA for a period and for each field and assigne the quantified marks from 1 to 10 to each KRA. this way we can calculate the varriance in one scale.
I request the criticism on suggestion

From India , Bangalore
Yadvendra Sahai
This is quite straight forward. There are 2 criteria
1) Actions Beyond the KRA/BBSC
The Best employee should be chosen on the basis that she/he has gone out of his routine KRAs/BBSCs and taken actions beyond, in order to add value to the company.
2) Reaffirmedthe Values of the organisation
The actions taken by employee have helped to reaffirm the Values of the orgainsation.

From India , Mumbai
In a construction company, a typical project would be around 12 months... What is the KRA? On Time, On Budget, Quality, etc.? But these are all team activities and not individual activities. If one assigns ratings to these activities, it will always be the manager who wins... How does one rationalize it at the individual supervisor level?

Since construction activity is team based, I guess a best performing team award would make sense. I fail to see comparing the issues. Since I am heading the planning in a huge construction project in the US(4.2 billion USD), I fail to see how to award one person the best performer. At least, I could not do it by myself.

However, there is a suggestion scheme that is used to rate cost savings in my company. That would, in my opinion, give some indication. Nevertheless, it would be partial. Saving through a suggestion doesn't speak of the performance of the role.

I still fail to see a system. If you manage to find a good solution, please let me know. Am curious as well :-)

From United States , Daphne

The parameters which has to be included in choosing an employee/worker as Best performer are based on the HR & Production parameters. Pls find enclosed the attachement sheet for your refernce.

From India , Mangaluru

Attached Files (Download Requires Membership)
File Type: doc best performer rating sheet.doc (26.0 KB, 1557 views)

Apart from the KRA’s, who thinks and performs the job "OUT OF THE BOX" can be a Best Performer.
From India , Hyderabad

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