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.
6th November 2008 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!
7th November 2008 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:
7th November 2008
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.

8th November 2008 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!
8th November 2008 From United States , Daphne
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
9th November 2008 From India , Bangalore
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.
9th November 2008 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 :-)
10th November 2008 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.
11th November 2008 From India , Mangaluru

Attached Files
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File Type: doc best performer rating sheet.doc (26.0 KB, 1497 views)

Apart from the KRA’s, who thinks and performs the job "OUT OF THE BOX" can be a Best Performer.
12th November 2008 From India , Hyderabad
The Best performers to be selected on the basis of the valu addition by the employees. considering the target, cost saving and timing. If a person completed his tasks within stipulated time with cost saving of course he should be adjudged as the best performer.
14th November 2008 From India , Bangalore
Dear Mr. Vijay,
Best Performer selection format which you have attached herewith is really good, on this basis we can work out, but according to organization function few modification is required in this format, I believe.
17th November 2008 From India , Bangalore
You could include your people, perhaps in their teams to select the criteria upon which awards would be made - that would be great for team building as well as building your personal rapport as well.
Be very clear with explaining the final criteria - the worst thing is that you could upset your team if someone wins who others think should not have :-(
Martin Haworth
ICF Accredited Personal & Business Coach
Management Trainer & Business Consultant
Super Successful Manager-Home
Gloucester, United Kingdom
20th November 2008 From United Kingdom , Leeds
Dear all,
Can anyone provide data format for skillcard. how to make it and submit to employee. pls anyone having employee skill card kindly send it to me as earlier.
pls send me my mail id:
Thanks & Regards,
D. Swaminathan
16th March 2009 From India , Madras
Hi Vidyaranya,
You can use below criteria.
Criteria for Star Performer Rating

1.Innovative or creative thinking, ______
planning and action.

2.Crucial and outstanding performance
which is out of the ordinary. ______

3. A very beneficial and useful action. ______

4. Rising to an emergency and doing
the needful above and beyond the
call of general expectations. ______


16th March 2009 From India , Bangalore
Can We frame a policy for Best Performenr of the month Please advice the basic idea in this regard. Regards, Ajeet
25th November 2010 From India , New Delhi
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