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

Agenda

• Subject Introduction

• Interview Methodology

• Companies Introduction

• Data Analysis Methodology

• Comparative Analysis (Key findings, conclusions, recommendations)

• Closing

• Q&A

Subject Introduction

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

• Employee Motivation– Areas of evaluation and methods of evaluation

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.

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

Data Analysis Methodology

• Objectives

• Ranking Method

• Technology

• Data Modeling

• Preparing Charts

Objectives

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

• Present information in Charts for better visibility

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)

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)

Technology

• Microsoft Excel

– PivotTable & PivotChart feature

– Widely used application

– Reliable

– Flexible

– User friendly

Data Modeling

• All interview results merged into one Excel worksheet.

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.

Data Modeling

Preparing Charts

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

Performance Evaluation How Often by Organizational Structure

Performance EvaluationHow Often by Industry

Performance EvaluationHow Often by HR and Others

Performance Evaluation Areas of Evaluation by Org. Structure

Performance Evaluation Areas of Evaluation by Industry

Performance Evaluation Areas of Evaluation – HR and Other

Employee Performance Point of Views by Organization Structure

Employee PerformancePoint of Views by Industry

Employee PerformancePoint of Views by HR & Others

Employee Motivation Areas of Evaluation by Organizational Structure

Employee Motivation Areas of Evaluation by Industry

Employee Motivation Areas of Evaluation – HR and Other

Employee MotivationMethods of Evaluation by Org. Structure

Employee MotivationMethods of Evaluation by Industry

Employee MotivationMethods of Evaluation by HR & Others

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

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

Questions?