EMPLOYEE ENGAGEMENT AND EVALUATION Click to edit Master subtitle style TECHNIQUES OF PERFORMANCE APPRAISAL

Deepak Singh Bisht

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Employee Engagement
An engaged workforce produces better business results, does not hop jobs and more importantly is an ambassador of the organization at all points of time. This engagement is achieved when people consider their organization respects their work, their work contributes to the organization goals and more importantly their personal aspirations of growth,
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Engaged employees

String relationship- Manager Communication Path relationship Coworkers commitment

Clear Clear

Strong Strong

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Elements of Employee Engagement

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Process of Employee Engagement

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Benefits of an Engaged Workforce

An

engaged workforce form an emotional connect with the organization that helps them Go the Extra Mile to Achieve Individual and Company Success Innovate at Workplace Attract customers and employees

1. 2. 3. 4.

Become assest of the company, its product and processes 4/15/12

Types of Employees based on Level of Engagement

1.

Actively Disengaged: people who are unhappy and they spread unhappiness in the organisation. They are the disease centres in the company and spread the negative word, provoking and convincing people to leave their jobs. However they are the ones who stay the 4/15/12 longest and removing the perceived

Types of Engagement activities

Communication Reward

Activities

Schemes

Activities Team

to Build the culture of the organization building activities development activities

Leadership

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Components of Employee Engagement

Cognitive Emotional Behavioral

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Employee Engagement is influenced By

Employee Employee Career

Perceptions of job imp clarity of job expectations

advancement/ improvement opportunities feedback and dialogue with superiors of working relationships with peers superiors , and subordinates

Regular Quality
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MEASURING EMPLOYEE PERFORMANCE

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Clearly define and develop the employee plans of action (performance) with their role, duties and responsibilities. Organizational outcomes or the achievement of organizational goals should also be kept in mind. Focus on accomplishments and results rather than on activities.

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Conti..
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Also take note of the skills, knowledge and competencies and behaviors of the employees that help the organisation to achieve its goals.

Financial measures like the return on investment, the market share, the profit generated by the performance of the team should also be considered. 4/15/12
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TECHNIQUES OF PERFORMANCE APPRAISAL

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Global Trends In Performance Appraisal Program

1. 2. 3. 4. 5. 6.

360 Degree Appraisal Team Performance Appraisal Rank and Yank Strategy Behaviorally anchored rating scales(BARS) Management by objectives (MBO ) Assessment centre

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MBO

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ASSESSMENT CENTERS
Assessment centre refers to a method to objectively observe and assess the people in action by experts with the help of various assessment tools and instruments. Assessment centerssimulate the employees on the job environment and facilitate the assessment of their on thejob performance and potential to take higher responsibilities in the future.
1. Social/Informal Events
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2. Information Sessions

360 DEGREE APPRAISAL

360 degree appraisal has four integral components: 1. 2. 3. 4. Self appraisal Superiors appraisal Subordinates appraisal Peer appraisal.

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IMPROVE EMPLOYEE ENGAGEMENT

Clear Job

Role Definition

Rotation Setting Loading

Goal Job

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Conclusion
Employee

Engagement is an increasingly important human capital metric because Performance talent

Business

Competition Value

from human capital investment

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