How to decide the metrics for employee evaluation?
Pankaj / 20 Jun 2018
How do HRs understand and evaluate the employees? What factors help them in identifying the problems? We wanted to know the answer to the same question which pushed to interact with a lot of HRs through surveys and events.
The IT industry is flooded with HRs and Managers who can lead, manage, and put employees first. The reason to do so is to build a solid culture and sustain potential employees in their organisation. Many companies are now focusing on their culture and are ready to take the steps needed to get better results. HR industry plays a major part in this and is one of the most wanted people anytime of the period.
But, how do HRs understand and evaluate the employees? What factors help them in identifying the problems? We wanted to know the answer to the same question which pushed to interact with a lot of HRs through surveys and events. We put together their answers and strung this data fro you.
Growth of an individual inside a company has to grow. When the growth factor depreciates, the HR takes extra effort to look into that individual. This growth factor is determined by their productivity, the involvement in the company affairs and positional growth that. Growth in turn can define how happy the employee is with the company.
Engagement factor can vary from one field to another, but in general it is the active interactions one has with the company, their teamwork, and the effort they put to actively be a part of the company growth and culture. The more the employee engages, the less the HR has to worry about.
The satisfaction score helps in determining whether one is happy with the growth he/she has seen. The satisfaction score will also determine the engagement factor as they are proportional. Satisfaction score increases when an employee is happy with the salary, the environment, the appreciation and recognition for the work done, and the growth he witnesses. A drop in the satisfaction score is an immediate need for attention.
Subjectivity here means the employee thinking about their personal growth being proportional to the companies or vice versa. When one starts thinking about the growth of the company and not just the individual growth, their loyalty increases and their interest to engage more increases as well. This helps both the company and the employee. If the context of their thoughts fall more on the objective side and not the subjective side, then the managers will take necessary steps to improve it.