Performance Parameters

Performance appraisals are common but the frequency at which they should be done
differs, usually it is once a year. The parameters for the same needs to be developed by
the HR specialist. Performance can be appraised on various parameters viz :

1. Technical knowledge
2. Self Management
3. Productivity
4. Decision making
5. innovations
6. Communication skills
7. People development
8. Initiation
9. Diversification
10. Customer attention
11. Team work

As stated above the performance can be appraised on various parameters as listed above,
we will concentrate on two of them

Technical Knowledge
Employees can be a technical, administrative or financial officer, he has a certain level of
technical knowledge n his expert area. If one is a software engineer say in CAD, one is
expected to keep abreast of current information in CAD area. This is called knowledge
updation. Your expertise area can be very narrow or thin, in that small area you should be
the king. The persons fundamentals, concepts and technological base should help him to
improve the work practices. This necessitates prompt sharing of information with
subordinates and bosses, then this knowledge is effectively applied to day to day
practices and this helps in qualitative output which inturn helps in meeting the
organizations objectives.

Self Management
First manage the self, then manage others. One superb quality needs attention i.e.
Flexibility. In any organization today a common feature is unexpected / changing
demands. The trends can be upward or downward. One should be able to respond
positively towards any change, this is called the demonstration of flexibility. How can
one master this, the simple answer is to seek appropriate amount of guidance from
superior. One must not stop here, they must use the guidance, experience for self benefit
and organizations benefit.

Productivity:
Excellence is the key word for any business activities. This results in improving
productivity. One of the ways of excelling is by elimination of waste. This should be a
continuous activity. Quality of input is very important as it is going to determine the
quality of output. All the same, there will be some areas where productivity measurement
will not be possible.
Decision Making
Decisions are taken at junior or senior level. Decisions must be taken and not given. It is
better to take even a wrong decision at times rather than not taking a decision at all. A
person should be able to anticipate a problem, identify the problem, evaluate the relevant
facts, generate alternative solutions and then reach a sound decision. In the process he
should know when to stop collecting data and still be able to decide in the matter.
Analysis is important, but he should not reach the stage of paralysis of analysis. Decision
are essential and need to be taken, decisions are taken at the subordinate or superior level
depending on the delegation of work and its responsibilities and the capabilities of the
person / employee.

Innovations
Peter ducker has indicated “ every manager has to be an opportunity seeker”. An
executive must see beyond the current problem or situation and generate new
ideas/practices. Encourage thinking process and produce improvements. Every staff
member is creative, try to get ideas from them. Have brain storming sessions. Get
feedbacks. If successful reward the idea. Knowledge sharing should be the key word,
because nobody like the steady water, it should flow.

Communication Skills
Having knowledge is one side and delivering the same is another. Every effective
executive has some side effects, however in communication skills side effects will be
very costly. He should be able to demonstrate effective presentation, planning and
delivery skills. TIME is constraint for all executives at top. Make communication a very
pleasant experience . do not forget the statement “unless your speech is better than
silence, do not speak”.

People Development:
You are going to work with people. Men have invented machines. Men behind machines
are important. Now-a-day it is called as HR Development. Treat human as resource i.e
with respect and dignity. Do seek feedback. Make effort to develop them. Create
opportunities for them. “ People are an assets which depreciates. So HR is the oxygen of
the industry.

Initiation:
Is an executive pro-active or reactive? Proactive is initiative plus. Such as person is called
“ Self-Starter”. He is man of initiation. He demonstrate positive influence. He is able to
identify and mobilize resources necessary for achieving results. For then smile is genuine
and not extension of two lips.

Diversification:
As people bring variety of problems to the work place, similarly, they bring variety of
skills along with. Appreciate and value these skills. They will be helpful to take care od
diversification of business activity.
Customer attention:
Crate an atmosphere of win-win relationship with customers. Bring them in the category
of “ Delighted Customer”. Actively search ways to increase customer satisfaction.

Team Work:
Individual performance alone is not enough. Together, organization should achieve.