Can anybody help me in providing different types of performance appraisals for the officers and interview rating sheet? I would be ever grateful to you.
Debasish Halder
Email: debasish_haldar@rediffmail.com
From India, Calcutta
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Debasish Halder
Email: debasish_haldar@rediffmail.com
From India, Calcutta
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Hello Debasish,
Techniques for employee appraisal depend on the organization. One technique suitable for your organization may not be appropriate for another. Many organizations follow traditional methods like the Confidential Report method, where a superior evaluates an employee based on loyalty, intelligence, character, and work performance. However, this method is often biased, leading to dissatisfaction and misunderstandings among employees, which can negatively impact productivity.
Some organizations use a Scalar rating system, numerical rating, or Ranking method, where managers rate employees against various objectives or attributes. Again, this method can result in bias among employees.
Other organizations employ the 360-degree appraisal system, where an employee receives assessments from managers, peers, subordinates, and customers while also conducting a self-appraisal.
Another effective technique for employee appraisal is Management by Objectives (MBO), where managers and superiors outline tasks for employees to perform. These tasks are easily achievable, time-bound, and aligned with the organization's goals. Based on the employee's performance, goals are set and adjusted accordingly.
Additionally, organizations can conduct appraisals using software like Paylite HRMS, providing an unbiased and user-friendly appraisal process. For further information, please visit www.paylitehr.com.
Regards,
Chaitali
email: citytech_marketing@hotmail.com
From India, Calcutta
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1Techniques for employee appraisal depend on the organization. One technique suitable for your organization may not be appropriate for another. Many organizations follow traditional methods like the Confidential Report method, where a superior evaluates an employee based on loyalty, intelligence, character, and work performance. However, this method is often biased, leading to dissatisfaction and misunderstandings among employees, which can negatively impact productivity.
Some organizations use a Scalar rating system, numerical rating, or Ranking method, where managers rate employees against various objectives or attributes. Again, this method can result in bias among employees.
Other organizations employ the 360-degree appraisal system, where an employee receives assessments from managers, peers, subordinates, and customers while also conducting a self-appraisal.
Another effective technique for employee appraisal is Management by Objectives (MBO), where managers and superiors outline tasks for employees to perform. These tasks are easily achievable, time-bound, and aligned with the organization's goals. Based on the employee's performance, goals are set and adjusted accordingly.
Additionally, organizations can conduct appraisals using software like Paylite HRMS, providing an unbiased and user-friendly appraisal process. For further information, please visit www.paylitehr.com.
Regards,
Chaitali
email: citytech_marketing@hotmail.com
From India, Calcutta
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Dear all,
I am also working on the same topic and thinking to implement 360-degree performance appraisals. The thing is I'm doing it for a school. Can anybody suggest the way I should approach this task?
Thank you,
Vamsi Gyan Dev Sanka
From India, Hyderabad
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I am also working on the same topic and thinking to implement 360-degree performance appraisals. The thing is I'm doing it for a school. Can anybody suggest the way I should approach this task?
Thank you,
Vamsi Gyan Dev Sanka
From India, Hyderabad
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• Straight Ranking Method
- Graphic Rating Scale
- Forced Choice Description Method
- Critical Incident Method
- Group Appraisal Method
- Confidential Method/Report
- Behavioral Anchored Rating Scale (BARS)
- Assessment Centers Method
Regards,
Aparna
From India, Salai
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- Graphic Rating Scale
- Forced Choice Description Method
- Critical Incident Method
- Group Appraisal Method
- Confidential Method/Report
- Behavioral Anchored Rating Scale (BARS)
- Assessment Centers Method
Regards,
Aparna
From India, Salai
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Hi Debashish,
We will be making a grave mistake by applying a standard appraisal to your company. Remember, what gets measured is what gets done, and not everything that gets measured is what we require.
I suggest conducting a thorough study, especially focusing on your organizational goals and the core issues that need measuring. Additionally, examine other companies in the same field. By involving the employees, you can create your own appraisals. Nowadays, appraisals have evolved into a complete Performance Management System, which offers a more holistic approach.
Regards,
Sajan
From India, Hyderabad
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We will be making a grave mistake by applying a standard appraisal to your company. Remember, what gets measured is what gets done, and not everything that gets measured is what we require.
I suggest conducting a thorough study, especially focusing on your organizational goals and the core issues that need measuring. Additionally, examine other companies in the same field. By involving the employees, you can create your own appraisals. Nowadays, appraisals have evolved into a complete Performance Management System, which offers a more holistic approach.
Regards,
Sajan
From India, Hyderabad
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Hi Aparna,
Thanks for the methods described. Could you please explain me in details the below methods -
•Group Appraisal Method-
•Confidential Method/ Report
•Behavioral Anchored Rating Scale –(BARS) :
•Assessment centers Method-
Also could you suggest me some good appraisal system for a small/medium size IT Company. We are basically in to Telecom domain & in to Offshoring & service business.
Thanks & Regards,
Prachi
From India, Mumbai
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Thanks for the methods described. Could you please explain me in details the below methods -
•Group Appraisal Method-
•Confidential Method/ Report
•Behavioral Anchored Rating Scale –(BARS) :
•Assessment centers Method-
Also could you suggest me some good appraisal system for a small/medium size IT Company. We are basically in to Telecom domain & in to Offshoring & service business.
Thanks & Regards,
Prachi
From India, Mumbai
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Hello Prachi,
I can suggest a good appraisal system for small to medium-sized companies. You can use Paylite HRMS software; it will provide you with 360-degree appraisal techniques. Here, you can store questionnaires as a database for different departments, view the profiles of employees whose appraisals are pending, send mail templates to different employees, and much more. For further info, please visit [url]www.paylitehr.com.
Regards,
Chaitali
From India, Calcutta
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I can suggest a good appraisal system for small to medium-sized companies. You can use Paylite HRMS software; it will provide you with 360-degree appraisal techniques. Here, you can store questionnaires as a database for different departments, view the profiles of employees whose appraisals are pending, send mail templates to different employees, and much more. For further info, please visit [url]www.paylitehr.com.
Regards,
Chaitali
From India, Calcutta
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Dear Chaitali,
Thank you for suggesting to Prachi to use HRMS, but some organizations are dead set against using software. I am working as an HR Consultant for an SME IT organization with approximately 150 employees. They are facing difficulties in normalizing the data at the post-evaluation stage. Despite using various statistical methods, the data distribution is far from resembling a bell curve; it is more like a line graph.
Could you or anyone else provide assistance with a solution or offer suggestions on what can be done?
Many thanks,
derinku:icon1:
From India, Calcutta
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Thank you for suggesting to Prachi to use HRMS, but some organizations are dead set against using software. I am working as an HR Consultant for an SME IT organization with approximately 150 employees. They are facing difficulties in normalizing the data at the post-evaluation stage. Despite using various statistical methods, the data distribution is far from resembling a bell curve; it is more like a line graph.
Could you or anyone else provide assistance with a solution or offer suggestions on what can be done?
Many thanks,
derinku:icon1:
From India, Calcutta
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Hi,
I am attaching a PMS PowerPoint presentation that we had prepared. I hope this clarifies most of the doubts. If any more persist, kindly revert. Individual company cases have to be discussed with a lot of inputs.
Regards,
Sajan
From India, Hyderabad
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I am attaching a PMS PowerPoint presentation that we had prepared. I hope this clarifies most of the doubts. If any more persist, kindly revert. Individual company cases have to be discussed with a lot of inputs.
Regards,
Sajan
From India, Hyderabad
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