Selecting employee of month - What KRA or on what Criteria we should select employee of month?

I want on what KRA or on what Crietria we should select employee of month. i have sveral times asked for emlployee of the month format but I didnot get single response . Regards Lavellen
11th July 2007 From India, Pune

Hi, Employee of the month could be decided based on the efficiency of the employees, the quality of output, Or having come up with some great ideas which can be implemented at work. Regards Deepti
11th July 2007 From India, New Delhi

Hi, Can u tell me what is the business of the company and what are the performance measures parameters already existing in your company. Thanks and Regards Anil Mgr-HR VSNL Internet Services Ltd.
11th July 2007 From India, Delhi

Hi,
You can use following touch points to select your Employee of the month.
1.Actions promoting Company's Value/mission/Vision
2. Significant contribution in meeting the Function objectives
3.Exceptional customer service
4.Actions resulting in cost savings or increased revenues
5.Contributions which positively impacted the Function as a whole
You may constitute a Core Group which consists of Functional Heads to select the Employee of the month from the nominations received which satisfies all or any of the criteria mentioned.
Regards
Binu Nair
11th July 2007 From India, Kochi

Hi Laveleen,
Employee of the month could be decided on the basis of :
1. Cost Effectiveness
2. Discipline & punctuality at work.
3. Role in House Keeping of his Section.
4. Behaviour at work with his peers, subordinate & immidiate supervisor/Coordination.
5. Service to internal customers.
6. Contribution to production etc.
7. Contribution towards Process Objective or Company's Vision/Mission
These are some basic factors on which you can take decision.
Thanks,
Anuj
11th July 2007 From India, Lucknow

Hi everyone,
you would need to do 2 things before selecting an employee of the month for each work area.
a) define the core values and business targets of the organsiation for least 1 year and pref 2-3 years.
b) cascade targets in downward hierarchy. Targets are both financial/ non financial plus are quantifiable and non quantifiable.
skills contributing to realisation of these targets lead to formation of KPI/ KRA.
track KPIs on weekly level for all levels.
and reward behaviour which contributes to a maximum level for the priority areas.
eg First time resolution for customer/ technicals service guys.
additional KRAs would be attendance, time spent of the transaction, cost of transaction etc
take customer feedbacks, this is critical to the survival of an organisation.
since you are in the hospitality sector, are you HACCP certified ?
feel free to raise doubts,
surya vrat
11th July 2007 From India, Delhi

Hi, Please find enclosed the EOM format. Reg / Chennakesavan P
11th July 2007 From India, Madras

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employee_of_the_month_format_1_105.xls (22.0 KB, 10654 views)

Dear,
I THINK ENOUGH OF THE TIMES WE MEASURE OUR EMPLOYEES ON work related PRODUCTIVITY , we conduct regular evaluation / appraisals....but I think HR has to go a step forward...
that is , not doing different things , but doing things differently....
Induction Programme, Attendance calculation , punctuality, discipline, team work , co-operation and co-ordination , out of way helping others , (in the department as well as outside to the department)
and not only giving monetary benefits , but als by patting there back , issuing appreciation cheques.
I think it will surely help !!!
Regards,
Deepali.
12th July 2007 From India, Pune

With due respect,
I strong feel No formats or advises will help unless & until you are convinced with the "business or Revenue " model of the organization.
We can help with formats, but you need to derive & conclude the technical & functional profits of the organization.
I sagest you to apply 80/20 THEORY.
else suggest you to hire a consultant or discuss ( talk) to some of the senior members of the forum.
Cheers
Shekar
12th July 2007 From India, Hyderabad

At the end of the road, what matters is adherence to your corporate value(s). I think it is in this adherence or conformity that employee of the month should be based. If there are cross-cutting KRAs for employees then I would use them, otherwise I would rather look at employees who have gone out of the way in the direction of your corporate values. Linking employee of the month with KRAs may be too ambitious because of the heterogeneous nature of jobs.
regards,
sr
12th July 2007 From Netherlands