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Sometimes evaluations include measures that are unrelated to performance metrics.
So do you think the metrics in the question should be a part of the evaluation process? If so, how big of a weight should they carry?
Thanks
In my opinion achievements and performance are the first indications for quarterly, annual evaluation ,attitude and punctuality can be added for them in some situations
According to educational background related to first time impression for HR or interviewer who responsible for hiring this employee or related to position requirements ,but never related to evaluation, otherwise, if the employee has phD. he-she will get excellent or (A+) every evaluation.
Fingers Crossed
Omar
Thanks for invitation.
An employee is evaluated at the end of the year based on set criteria agreed between the employee and his/her supervisor. The criteria consist of major job functions, personal quality and achievement during the year.
The past educational achievement before joining /hiring is not rated in annual evaluation.
However, any relevant and recognized educational achievement / outstanding performance in formal training course during the evaluation period may be rated in his/her personal quality or achievement section.
It is noted that both the Supervisor and supervisee shall sit together and agree to the set criteria in the beginning of the year. They may sat together again in mid-year and agree on the progress or any change. At the end of the year, they shall again sit together and agree on the rating and both shall sign the evaluation sheet.
It is noted here that main objective of annual evaluation is to improve the supervisee's performance and not as a grievance handling point. For grievance handling, there are other procedures in HR manual.
I think the punctuality, the attitude and personality should be definitely considered in the annual evaluation of the employee.
It is a known and proven fact that a positive attitude employee will be more productive than an negative attitude one.
Positive attitude is an asset. I think the management should always strive to keep a good atmosphere in the office and reward the positive attitude of the employees.
Especially if we are talking about sales team, the attitude is maybe the most important asset they have for achieving the targets.
I agree with Mr. Omar Saad
In his response, the assessment is linked mainly to productivity
And this is what does not happen in our companies
thanks for the invitation
Yes Of course, it should be part of evaluation.
Educational Qualification and Professional Experience will get you the job and the performance is purely depend upon the quality and personality that make or mar the performance of the employee. However, measuring tangible performance is very transparent and verifiable, while intangible performance is not so and bias may set in. Attitude, and Personality falls under intangible area and therefore they are not part of the KRA / KPI and not considered for Annual appraisal. If considered it is better and otherwise performance the consistent performance, would be the evident of the intangible areas.
Yes. Attitude of an Employee will be considered & evaluated from the day one, which makes big deal in their Performance cycle.
Being good personality makes once job satisfaction with increasing in performance.
Employee being punctual will be an added advantage but completing the target within the given time period is more important.
The annual evaluation must be based on the development of skills during the year, the communication ability with team and managers and the yield of impact and progress at work .
Employee evaluation should be on base of his last experience with the company/Organization. His attitude, skill and motivation to work is key point.
Thank you . I agree with Mr. Md. Fazlur Rahman
Educational background should not be made as the basis for annual evaluation of an employee. The most important quality is the " attitude " which contributes a great deal to an employees performance. An employee with right attitude can add value to an organization. Hence in my opinion, attitude should be made first yardstick in evaluating an employee followed by punctuality and educational background should be considered at the time of selection only not for annual evaluation.
