Dear All,
In my last HR meeting, I heard a lot of discussions on Red Amber and Green performance of employees, though no one really knew much about it. Where can I get information on it?Is there anyone who is practising this method to evaluate the performance of employees in their organization.
Looking forward to a lot of help and guidance.
Regards,
Sunaina
From India, Chandigarh
27In my last HR meeting, I heard a lot of discussions on Red Amber and Green performance of employees, though no one really knew much about it. Where can I get information on it?Is there anyone who is practising this method to evaluate the performance of employees in their organization.
Looking forward to a lot of help and guidance.
Regards,
Sunaina
From India, Chandigarh
The strategic performance report will inform you on the performance of ..................
-CORPORATE PERFORMANCE [ BALANCED SCORECARD ]
-DEPARTMENT PERFORMANCE CARD
-INDIVIDUAL PERFORMANCE APPRAISAL.
Performance is shown using a traffic light system of either red, amber or green.
Red = the indicator is underperforming significantly
RATING RANGE 1---3 out of 10.
----------------------------------------------
Amber = the indicator is performing slightly below target
RATING RANGE 4-----7 out of 10.
-------------------------------------------------
Green = the indicator is on or exceeding target
RATING RANGE 8----10 out of 10.
================================================== =====
RED RATING MEANS THE ELEMENTS NEED DRASTIC
IMPROVEMENTS PLANS / ACTIONS.
AMBER RATING MEANS THE ELEMENTS NEEDS SOME
IMPROVEMENT PLANS / ACTION.
GREEN RATING COULD BE LEFT ALONE FOR THE
TIME BEING.
THE CONCEPT BEHIND THIS RED/AMBER/GREEN APPRAISAL
IS TO GIVE THE READER A MACRO OVERVIEW OF THE
SITUATION IN A GRAPHIC FORM.
THIS APPRAISAL CONCEPT IS USED BY
-ARMED FORCES.
-LOCAL COUNCILS
-PUBLIC SECTOR UTILITIES
ETC ETC ETC.
================================================== =====
EXAMPLE OF CORPORATE BALANCED SCORECARD
PERFORMANCE APPRAISAL AND application of red/amber/green.
1.implementing strategic planning. RED RATING [2]
2.customer satisfaction level management.GREEN RATING [8]
3.delivery of planned workload.AMBER RATING [6]
4.image and reputation of the company.GREEN RATING[8]
5.engaging stakeholders.RED RATING [3]
6.health and safetyAMBER RATING [6]
7.allocating of resources on priority.AMBER RATING[ 5 ]
8.retaining and motivating talents.RED RATING [ 2]
9.staying within budget.AMBER RATING [ 7]
10.recruitmentGREEN RATING [ 9]
11.applying new technologyRED RATING [ 3]
12.managing changeAMBER RATING [ 5 ]
13.applying business improvementsAMBER RATING [5]
14.containing cost in procurementsAMBER RATING [ 6]
15. leadershipAMBER RATING [6]
=======================================
EXAMPLE OF DEPARTMENT --HUMAN RESOURCE
PERFORMANCE APPRAISAL AND application of red/amber/green.
1 Recruitment / Selection GREEN RATING [8]
2 Workforce Planning and DiversityRED RATING [ 2]
3 Performance Management AMBER RATING [ 6]
4 Reward ManagementGREEN RATING [ 8]
5 Workplace Management and Relations RED RATING [ 2 ]
6 A Safe and Healthy WorkplaceAMBER RATING [ 7]
7 Building Capabilities and Organisational LearningAMBER RATING [ 6]
8 Effective HR Management Systems, Support and Monitoring GREEN RATING [8]
9.HR AUDITINGRED RATING [ 3]
10.HR BUDGETINGAMBER RATING [ 7]
11.Strategic HRM PlanningAMBER RATING [ 7 ]
12. HR Strategies and Policies.GREEN RATING [ 8]
13.HR and change management.RED RATING [ 2 ]
14. Knowledge managementAMBER RATING [ 5 ]
15. ORGANIZATIONAL BEHAVIOR PROGRAMSAMBER RATING [ 5 ]
16.ORGANIZATION DEVELOPMENT PROGRAMSAMBER RATING [ 5 ]
17. HR DEVELOPMENTAMBER RATING [ 5 ]
=========================================
EXAMPLE OF INDIVIDUAL SALES REPS.
PERFORMANCE APPRAISAL AND application of red/amber/green.
SALES PERFORMANCE APPRAISAL
*Product KnowledgeAMBER RATING[5]
*Company KnowledgeAMBER RATING [5 ]
* Planning of SalesAMBER RATING [5 ]
* Prospecting new ClientsRED RATING [2]
* Opening the salesGREEN RATING [ 8 ]
*Sales PresentationGREEN RATING [ 8]
*Sales NegotiationGREEN RATING [ 8]
*Sales CommunicationGREEN RATING [8]
*Sales CounsellingAMBER RATING [5]
• Consultative SellingRED RATING [ 3 ]
• Handling ObjectionsGREEN RATING [ 8 ]
• Work OrganisationGREEN RATING [8]
• Setting GoalsAMBER RATING [ 6 ]
*Selling BenefitsGREEN RATING [ 8 ]
*Competitor's KnowledgeRED RATING [3 ]
• Closinn SalesAMBER RATING [ 6 ]
• Buying Signals AMBER RATING [6]
*Motivate prospectsGREEN RATING [ 8]
*Motivate YourselfGREEN RATING [ 8 ]
*MerchandisingGREEN RATING [ 8 ]
*Creative ApproachAMBER RATING [ 7]
*Human Relations in Selling GREEN RATING [ 8 ]
*Time ManagementGREEN RATING [ 8 ]
*• Territory PlanningRED RATING [ 3 ]
• Customer RelationsGREEN RATING [ 8 ]
• Major Account planning &ServicingAMBER RATING [5 ]
• Persuasive SellingGREEN RATING [ 8 ]
• Psychology in SellingRED RATING [ 3]
• Probing TechniquesGREEN RATING [ 8 ]
• Building GoodwillGREEN RATING[ 8]
• Listening SkillsGREEN RATING [8 ]
• Telephone TechniquesGREEN RATING [8]
• Identifying Sales PotentialAMBER RATING [ 5 ]
* Pre‑call PlanningGREEN RATING [ 8 ]
* Post‑call AnalysisGREEN RATING [ 8 ]
*managing territoryGREEN RATING [8 ]
*Selfdevelopment planningAMBER RATING [ 5 ]
regards
LEO LINGHAM
From India, Mumbai
-CORPORATE PERFORMANCE [ BALANCED SCORECARD ]
-DEPARTMENT PERFORMANCE CARD
-INDIVIDUAL PERFORMANCE APPRAISAL.
Performance is shown using a traffic light system of either red, amber or green.
Red = the indicator is underperforming significantly
RATING RANGE 1---3 out of 10.
----------------------------------------------
Amber = the indicator is performing slightly below target
RATING RANGE 4-----7 out of 10.
-------------------------------------------------
Green = the indicator is on or exceeding target
RATING RANGE 8----10 out of 10.
================================================== =====
RED RATING MEANS THE ELEMENTS NEED DRASTIC
IMPROVEMENTS PLANS / ACTIONS.
AMBER RATING MEANS THE ELEMENTS NEEDS SOME
IMPROVEMENT PLANS / ACTION.
GREEN RATING COULD BE LEFT ALONE FOR THE
TIME BEING.
THE CONCEPT BEHIND THIS RED/AMBER/GREEN APPRAISAL
IS TO GIVE THE READER A MACRO OVERVIEW OF THE
SITUATION IN A GRAPHIC FORM.
THIS APPRAISAL CONCEPT IS USED BY
-ARMED FORCES.
-LOCAL COUNCILS
-PUBLIC SECTOR UTILITIES
ETC ETC ETC.
================================================== =====
EXAMPLE OF CORPORATE BALANCED SCORECARD
PERFORMANCE APPRAISAL AND application of red/amber/green.
1.implementing strategic planning. RED RATING [2]
2.customer satisfaction level management.GREEN RATING [8]
3.delivery of planned workload.AMBER RATING [6]
4.image and reputation of the company.GREEN RATING[8]
5.engaging stakeholders.RED RATING [3]
6.health and safetyAMBER RATING [6]
7.allocating of resources on priority.AMBER RATING[ 5 ]
8.retaining and motivating talents.RED RATING [ 2]
9.staying within budget.AMBER RATING [ 7]
10.recruitmentGREEN RATING [ 9]
11.applying new technologyRED RATING [ 3]
12.managing changeAMBER RATING [ 5 ]
13.applying business improvementsAMBER RATING [5]
14.containing cost in procurementsAMBER RATING [ 6]
15. leadershipAMBER RATING [6]
=======================================
EXAMPLE OF DEPARTMENT --HUMAN RESOURCE
PERFORMANCE APPRAISAL AND application of red/amber/green.
1 Recruitment / Selection GREEN RATING [8]
2 Workforce Planning and DiversityRED RATING [ 2]
3 Performance Management AMBER RATING [ 6]
4 Reward ManagementGREEN RATING [ 8]
5 Workplace Management and Relations RED RATING [ 2 ]
6 A Safe and Healthy WorkplaceAMBER RATING [ 7]
7 Building Capabilities and Organisational LearningAMBER RATING [ 6]
8 Effective HR Management Systems, Support and Monitoring GREEN RATING [8]
9.HR AUDITINGRED RATING [ 3]
10.HR BUDGETINGAMBER RATING [ 7]
11.Strategic HRM PlanningAMBER RATING [ 7 ]
12. HR Strategies and Policies.GREEN RATING [ 8]
13.HR and change management.RED RATING [ 2 ]
14. Knowledge managementAMBER RATING [ 5 ]
15. ORGANIZATIONAL BEHAVIOR PROGRAMSAMBER RATING [ 5 ]
16.ORGANIZATION DEVELOPMENT PROGRAMSAMBER RATING [ 5 ]
17. HR DEVELOPMENTAMBER RATING [ 5 ]
=========================================
EXAMPLE OF INDIVIDUAL SALES REPS.
PERFORMANCE APPRAISAL AND application of red/amber/green.
SALES PERFORMANCE APPRAISAL
*Product KnowledgeAMBER RATING[5]
*Company KnowledgeAMBER RATING [5 ]
* Planning of SalesAMBER RATING [5 ]
* Prospecting new ClientsRED RATING [2]
* Opening the salesGREEN RATING [ 8 ]
*Sales PresentationGREEN RATING [ 8]
*Sales NegotiationGREEN RATING [ 8]
*Sales CommunicationGREEN RATING [8]
*Sales CounsellingAMBER RATING [5]
• Consultative SellingRED RATING [ 3 ]
• Handling ObjectionsGREEN RATING [ 8 ]
• Work OrganisationGREEN RATING [8]
• Setting GoalsAMBER RATING [ 6 ]
*Selling BenefitsGREEN RATING [ 8 ]
*Competitor's KnowledgeRED RATING [3 ]
• Closinn SalesAMBER RATING [ 6 ]
• Buying Signals AMBER RATING [6]
*Motivate prospectsGREEN RATING [ 8]
*Motivate YourselfGREEN RATING [ 8 ]
*MerchandisingGREEN RATING [ 8 ]
*Creative ApproachAMBER RATING [ 7]
*Human Relations in Selling GREEN RATING [ 8 ]
*Time ManagementGREEN RATING [ 8 ]
*• Territory PlanningRED RATING [ 3 ]
• Customer RelationsGREEN RATING [ 8 ]
• Major Account planning &ServicingAMBER RATING [5 ]
• Persuasive SellingGREEN RATING [ 8 ]
• Psychology in SellingRED RATING [ 3]
• Probing TechniquesGREEN RATING [ 8 ]
• Building GoodwillGREEN RATING[ 8]
• Listening SkillsGREEN RATING [8 ]
• Telephone TechniquesGREEN RATING [8]
• Identifying Sales PotentialAMBER RATING [ 5 ]
* Pre‑call PlanningGREEN RATING [ 8 ]
* Post‑call AnalysisGREEN RATING [ 8 ]
*managing territoryGREEN RATING [8 ]
*Selfdevelopment planningAMBER RATING [ 5 ]
regards
LEO LINGHAM
From India, Mumbai
Dear leo,
I went through what you sent, I just wanted to understand a few things and incase you can help me, it would be great. I am working as a manager in an IT firm and we have to place the employees according to the Red Amber and Green matrix. Though we do not have any set guide lines for their appraisal, which also I am putting in place and identifying critical positions etc. In this case, how do I go about the matrix.
Looking forward to your reply
Regards,
Sunaina
From India, Chandigarh
I went through what you sent, I just wanted to understand a few things and incase you can help me, it would be great. I am working as a manager in an IT firm and we have to place the employees according to the Red Amber and Green matrix. Though we do not have any set guide lines for their appraisal, which also I am putting in place and identifying critical positions etc. In this case, how do I go about the matrix.
Looking forward to your reply
Regards,
Sunaina
From India, Chandigarh
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