An analysis of employee performance evaluation and employee motivation

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An Analysis of Employee Performance Evaluation and Employee Motivation By: Suketu Bhavsar, Ryan Fernandes, Steven Maharaj and Christopher Navachandrabala

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This presentation was prepared for a University of Toronto's School of Continuing Studies course.

Transcript of An analysis of employee performance evaluation and employee motivation

Page 1: An analysis of employee performance evaluation and employee motivation

An Analysis of Employee Performance Evaluation and Employee Motivation

By: Suketu Bhavsar, Ryan Fernandes, Steven Maharaj and Christopher Navachandrabala

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Agenda

• Subject Introduction

• Interview Methodology

• Companies Introduction

• Data Analysis Methodology

• Comparative Analysis (Key findings, conclusions, recommendations)

• Closing

• Q&A

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Subject Introduction

• Employee Performance Evaluation– Areas of evaluation, how often, and points of view

• Employee Motivation– Areas of evaluation and methods of evaluation

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Interview Methodology• The questionnaire was split into 2 areas:

1. Employee Performance Evaluation

2. Employee Motivation Evaluation

• Each area then further divided into 5 questions each.

• Project members interviewed 2 individuals from different departments within the same organization.

• Range of job titles includes Senior Project Managers, HR Officers, Admin Managers and Training Consultants.

• Method for interviewing varies from face-to face, to email tag, to a coffee and doughnut bribe.

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Companies IntroductionInterviewee # Industry Department Organization

StructurePosition

1 Private Sector - IT Development Strong Matrix Sr. Project Manager

2 Private Sector - IT Development Projectized Team Leader

3 Public Sector -Provincial Government

Project Management Office

Balanced Matrix Project Management Specialist

4 Public Sector - Provincial Government

Human Resources Weak Matrix HR Administrative Officer

5 Private Sector - IT Human Resources Strong Matrix Section Manager

6 Private Sector Human Resources Functional National Sales Training Manager

7 Public Sector - Federal Government

Human Resources Balanced Matrix Senior Advisor

8 Public Sector - Federal Government

Training Balanced Matrix Consultant

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Data Analysis Methodology

• Objectives

• Ranking Method

• Technology

• Data Modeling

• Preparing Charts

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Objectives

• Analyse project parameters by Industry, Organization Structure and HR & Other Departments

• Present information in Charts for better visibility

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Ranking Method

• Preference based ranking– 0 to 10, 0 being lowest and 10 being highest

• Example– Choices in interviewee's preference with ranks

• Communication Skills (10)• Commitment (9)• Quality of work (8)

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Ranking Method

• For Descriptive Questions, Choices are extracted as the essence of the answer and appropriate rank is given.

• Example:

– Q: What employee performance rating method you use and why?

– A: 360 degree review method – it gives you a view that you may not have thought of.

– Choice(s) with Rank

• 360 degree review(10)

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Technology

• Microsoft Excel

– PivotTable & PivotChart feature

– Widely used application

– Reliable

– Flexible

– User friendly

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Data Modeling

• All interview results merged into one Excel worksheet.

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Data Modeling

• Interview results were then transformed to tabular format for better analysis

• Interview results are then cleaned and updated for better analysis

• Created new columns for Organization structure and HR & Others with standard terminology and group departments into HR and Others.

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Data Modeling

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Preparing Charts

• Used transformed interview results with PivotTable & PivotChart feature of excel to create charts.

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Performance Evaluation How Often by Organizational Structure

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Performance EvaluationHow Often by Industry

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Performance EvaluationHow Often by HR and Others

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Performance Evaluation Areas of Evaluation by Org. Structure

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Performance Evaluation Areas of Evaluation by Industry

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Performance Evaluation Areas of Evaluation – HR and Other

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Employee Performance Point of Views by Organization Structure

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Employee PerformancePoint of Views by Industry

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Employee PerformancePoint of Views by HR & Others

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Employee Motivation Areas of Evaluation by Organizational Structure

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Employee Motivation Areas of Evaluation by Industry

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Employee Motivation Areas of Evaluation – HR and Other

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Employee MotivationMethods of Evaluation by Org. Structure

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Employee MotivationMethods of Evaluation by Industry

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Employee MotivationMethods of Evaluation by HR & Others

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Closing

• Customization of HRM practices to meet an organization’s unique needs

• Employee feedback to continuously evolve HRM practices

• Employee satisfaction and performance improvement are critical to long-term success

• Data Limitation

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Closing

Lessons Learned:• Project

– Planning is critical to project success– Use milestone approach for success

• Project Team– Each team member has a unique work style– Elect a PM next time to monitor tasks