Employee individual performance project Created by Bruce Leung
Background
In development department we found staffs with less motivation, unsatisfied working attitude, frequent negligence, and sometimes doing things "wronglyâ? at the first time. Currently we do not have an effective way to evaluate staff's performance in order to encourage staff's inspiration in devoting themselves to the job. Therefore, we propose this project and hope through this assessment process both employees and employer can benefit from its fairness and productivity.
Project objective
Let employee knowâ?how wellâ? they contribute themselves to their job. What we need to do is that transform abstract scattered data into concrete, quantitative figures. Through this scheme employees know "how good I am doing my jobâ? vs. "how bad I am doing my jobâ?. This concept is essential because people have accountability to the quality they deliver to the job and most important is that employee's efforts can be easily recognized.
Project impact
Employee impact (positive/negative): we can expect a resistant voice in beginning as employees may think the Company starts to give a certain pressure on them or initiate some strategy to calculate their endeavors. On the other hand for those employees with better performance may be good news because the Company can easily recognize their performance and award them; it can also be considered as a tool of employee appraisal in the end of the year.
Management impact: managers will bear certain stress depending on each individual performance as a total. Team Leaders or supervisors face certain competition.
Stakeholder impact: easier, clearer and transparent policy for sta ...