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. 2. Employee Performance Evaluation 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 Introduction
Interviewee # Industry Department Organization Structure Position

1
2 3

Private Sector - IT
Private Sector - IT Public Sector -Provincial Government Public Sector - Provincial Government Private Sector - IT Private Sector

Development
Development Project Management Office Human Resources

Strong Matrix
Projectized Balanced Matrix

Sr. Project Manager

Team Leader Project Management Specialist HR Administrative Officer Section Manager National Sales Training Manager Senior Advisor

Weak Matrix

5 6

Human Resources Human Resources

Strong Matrix Functional

Public Sector - Federal Government Public Sector - Federal Government

Human Resources

Balanced Matrix

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 Evaluation
How Often by Industry

Performance Evaluation
How 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 Performance
Point of Views by Industry

Employee Performance
Point 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 Motivation
Methods of Evaluation by Org. Structure

Employee Motivation
Methods of Evaluation by Industry

Employee Motivation
Methods of Evaluation by HR & Others

Closing
Customization of HRM practices to meet an organizations 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?