This document summarizes an analysis of employee performance evaluation and motivation. It outlines the interview methodology, which involved questionnaires with employees from various industries and departments. The data analysis methodology used Microsoft Excel to analyze the interview results and create comparative charts based on industry, organizational structure, and department. Key findings from the comparative analyses are presented in various charts related to performance evaluation criteria, frequency, point of views, and motivation evaluation areas and methods. The closing emphasizes customizing human resource practices to meet organizational needs, using employee feedback, and the importance of employee satisfaction and performance for long-term success.

1. An Analysis of Employee Performance
Evaluation and Employee Motivation
By: Suketu Bhavsar, Ryan Fernandes, Steven Maharaj and
Christopher Navachandrabala

2. Agenda
• Subject Introduction
• Interview Methodology
• Companies Introduction
• Data Analysis Methodology
• Comparative Analysis (Key findings, conclusions,
recommendations)
• Closing
• Q&A

3. Subject Introduction
• Employee Performance Evaluation
– Areas of evaluation, how often, and points of view
• Employee Motivation
– Areas of evaluation and methods of evaluation

4. Interview Methodology
• The questionnaire was split into 2 areas:
1. Employee Performance Evaluation
2. 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.

5. Companies Introduction
Interviewee # Industry Department Organization
Structure
Position
1 Private Sector - IT Development Strong Matrix Sr. Project Manager
2 Private Sector - IT Development Projectized Team Leader
3 Public Sector -Provincial
Government
Project Management
Office
Balanced Matrix Project Management
Specialist
4 Public Sector - Provincial
Government
Human Resources Weak Matrix HR Administrative
Officer
5 Private Sector - IT Human Resources Strong Matrix Section Manager
6 Private Sector Human Resources Functional National Sales Training
Manager
7 Public Sector - Federal
Government
Human Resources Balanced Matrix Senior Advisor
8 Public Sector - Federal
Government
Training Balanced Matrix Consultant

6. Data Analysis Methodology
• Objectives
• Ranking Method
• Technology
• Data Modeling
• Preparing Charts

7. Objectives
• Analyse project parameters by Industry, Organization
Structure and HR & Other Departments
• Present information in Charts for better visibility

8. 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)

9. 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)

10. Technology
• Microsoft Excel
– PivotTable & PivotChart feature
– Widely used application
– Reliable
– Flexible
– User friendly

11. Data Modeling
• All interview results merged into one Excel worksheet.

12. 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.

13. Data Modeling

14. Preparing Charts
• Used transformed interview results with PivotTable &
PivotChart feature of excel to create charts.

15. Performance Evaluation
How Often by Organizational Structure

16. Performance Evaluation
How Often by Industry

17. Performance Evaluation
How Often by HR and Others

18. Performance Evaluation
Areas of Evaluation by Org. Structure

19. Performance Evaluation
Areas of Evaluation by Industry

20. Performance Evaluation
Areas of Evaluation – HR and Other

21. Employee Performance
Point of Views by Organization Structure

22. Employee Performance
Point of Views by Industry

23. Employee Performance
Point of Views by HR & Others

24. Employee Motivation
Areas of Evaluation by Organizational Structure

25. Employee Motivation
Areas of Evaluation by Industry

26. Employee Motivation
Areas of Evaluation – HR and Other

27. Employee Motivation
Methods of Evaluation by Org. Structure

28. Employee Motivation
Methods of Evaluation by Industry

29. Employee Motivation
Methods of Evaluation by HR & Others

30. Closing
• Customization of HRM practices to meet an
organization’s unique needs
• Employee feedback to continuously evolve HRM
practices
• Employee satisfaction and performance improvement
are critical to long-term success
• Data Limitation

31. 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

32. Questions?