Give a stipend to those who have merited it. Give status to the virtuous.
Evaluation is one of the most difficult points in the HR process. You need to have a guideline of what kind of people you want to evaluate based on your company philosophy. In addition, formats for evaluating goals and behavior are prepared and implemented, but the education of evaluators (managers), who are the operators, is of utmost importance. As they say, the evaluation system is 80% operational, so no matter how much you create a system, if you can’t use it, it’s meaningless.
CONCEPT
Determine Your Evaluation Philosophy
In addition to the general evaluation criteria, think about “what do we evaluate in our company? Above all, what kind of humanity should a person possess to be promoted to a manager?
Prepare an Evaluation Format
Prepare a format such as “Goal Evaluation” or “Behavior Evaluation”. It should be simple and easy to understand, and the definitions should be available in various languages, not just English.
Educate Evaluators
We will nurture evaluators to understand the importance of evaluation so that they can tackle it with confidence.
SERVICE
Evaluation System Redesign Consulting
Redesign job grade, promotion rule, evaluation form, and reward system by discussing with management team.
Evaluation Skill Training for Managers
Develop manager’s target-setting skill, feedback skill, 1-on-1 meeting skill and evaluation skill through workshop by using real case studies.
PROJECT
Case 1
Evaluation Format Creation
When Company A had 10 to 20 employees, the president of the company decided on individual salary, but as the organization rapidly expanded, the system started to have problem as the president can no longer see all of the employee’s performance. Therefore, we reviewed the goal-setting and behavioral evaluation sheets through discussions with executives and HR managers, launching a fairer HR system.
Case 2
Evaluator Training
Company B had an evaluation system in place, but the manager did not understand how to use it. Two days of training were held to teach the meaning and purpose of personnel evaluation and how to use the evaluation system. We collected information on the current system, the problems it poses, and conducted an in-depth Q&A session with the HR department.
