In almost no time, I got a clarification on Copyrights issue Blog Newspaper on my blog site. This is how an idea takes traction, and illustrates the power of blogging. It seems that the copyright owner is the content creator of the blog. So now we have another problem: Newspapers have to report events in almost real time basis or at worst next day basis. If the blog-newspaper editor has to wait till the blog owner gives his permission to print, the news might loose its relevance. We are in a roadblock.
To remediate, we could add a line at the title "copyrights belongs to the content creator". But even then the blog newspaper wouldn't have express permission of the blogger.
Recently we have instituted a Performance Measurement system in OSP India. I have seen inherent deficiencies in convention performance appraisal system. Typically they rate people in a scale of 1 - 5 on various parameters, and an aggregate score is evaluated. Employees are handed out their bonuses and salary hikes on the basis of their aggregate rating. More often than not, the rating parameters are very subjective. If you are a good performer, but not a good socializer, its possible that the system will punish you. Having 5 grades clubs horses with donkeys, and is not fined grained enough. When I was doing my MBA in NITIE, 71% and 79% had the same grade, and it used to cause a lot of heartburn for 79 percenter. Our performance appraisal system is continuous, activity based, and scored in a scale of 100. If can be compared to School Report Card system. Every employee has to be rated to two parameters Quality(Scale 100) and Ability to meet deadline for the activity(Scale 100) for every activity they perform. This rating is done immediately on the completion of the activity by the evaluator who is the person in charge of the activity. This system is easy to administer, as the evaluator has to enter only 2 scores for every activity. It is continuous, as evaluations are done continously throughout the year. It is free from subjective parameters like sincerity, dedication, initiative taking capabilities, presentation skills etc.
Another feature is that scorecard of every employee can be seen by everyone else. This would give everyone a measure of how much one stands with respect to other guys. There could be evaluator biases. Some evaluators are known to be being harsh and some very liberal. We have to develop bias correction mechanism where liberal evaluator scores are reduced, and harsh evaluator scores are increased. Also increments/bonuses would be a function of one's score. So it is technically possible that no two persons get the same bonus/increments. Right now we are keeping all the records in an excel sheet. Once the system is perfected we will develop an IT system around it. Establishment of an accurate Performance Appraisal system is a very important in my list of priorities.
To remediate, we could add a line at the title "copyrights belongs to the content creator". But even then the blog newspaper wouldn't have express permission of the blogger.
Recently we have instituted a Performance Measurement system in OSP India. I have seen inherent deficiencies in convention performance appraisal system. Typically they rate people in a scale of 1 - 5 on various parameters, and an aggregate score is evaluated. Employees are handed out their bonuses and salary hikes on the basis of their aggregate rating. More often than not, the rating parameters are very subjective. If you are a good performer, but not a good socializer, its possible that the system will punish you. Having 5 grades clubs horses with donkeys, and is not fined grained enough. When I was doing my MBA in NITIE, 71% and 79% had the same grade, and it used to cause a lot of heartburn for 79 percenter. Our performance appraisal system is continuous, activity based, and scored in a scale of 100. If can be compared to School Report Card system. Every employee has to be rated to two parameters Quality(Scale 100) and Ability to meet deadline for the activity(Scale 100) for every activity they perform. This rating is done immediately on the completion of the activity by the evaluator who is the person in charge of the activity. This system is easy to administer, as the evaluator has to enter only 2 scores for every activity. It is continuous, as evaluations are done continously throughout the year. It is free from subjective parameters like sincerity, dedication, initiative taking capabilities, presentation skills etc.
Another feature is that scorecard of every employee can be seen by everyone else. This would give everyone a measure of how much one stands with respect to other guys. There could be evaluator biases. Some evaluators are known to be being harsh and some very liberal. We have to develop bias correction mechanism where liberal evaluator scores are reduced, and harsh evaluator scores are increased. Also increments/bonuses would be a function of one's score. So it is technically possible that no two persons get the same bonus/increments. Right now we are keeping all the records in an excel sheet. Once the system is perfected we will develop an IT system around it. Establishment of an accurate Performance Appraisal system is a very important in my list of priorities.
posted by Rohit at 10:38 PM
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