Dear All,
As there are numerous posts on Performance Appraisal, could anyone guide me with the methodology of the appraisal system in a News Channel (Media) with a staff of 250? What are the systems and procedures to be followed as it would be the first performance appraisal along with increments, considering that the channel is a new setup?
Please suggest and help.
With Regards,
Nivedita
From India, Indore
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As there are numerous posts on Performance Appraisal, could anyone guide me with the methodology of the appraisal system in a News Channel (Media) with a staff of 250? What are the systems and procedures to be followed as it would be the first performance appraisal along with increments, considering that the channel is a new setup?
Please suggest and help.
With Regards,
Nivedita
From India, Indore
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Dear Nivedita,
Media house or otherwise, KPI/KRA-based performance is always best. The system and procedure are as below:
a) Design KPIs for every single department.
b) Train your managers on KPIs of their respective departments. Fix the KRAs based on the KPIs.
c) Fix a date for the measurement of the performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
e) Conduct the Performance appraisal. Again, fix KRAs for the next financial year.
f) Assess the suitability of the PA process. Make changes if required.
g) Let the cycle go on.
Recently, there was a very good discussion titled "PMS for workers." It was more or less related to this topic. [Click here](https://www.citehr.com/259167-pms-workers.html) to read it. You will find my two comments in the thread.
By the way, I conduct training on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing a policy on Employee Performance.
i) Conducting training on what KPI or KRA is.
j) Conducting training on how to handle PA, give feedback, etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to train the staff of your company.
Thanks,
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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8032Media house or otherwise, KPI/KRA-based performance is always best. The system and procedure are as below:
a) Design KPIs for every single department.
b) Train your managers on KPIs of their respective departments. Fix the KRAs based on the KPIs.
c) Fix a date for the measurement of the performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
e) Conduct the Performance appraisal. Again, fix KRAs for the next financial year.
f) Assess the suitability of the PA process. Make changes if required.
g) Let the cycle go on.
Recently, there was a very good discussion titled "PMS for workers." It was more or less related to this topic. [Click here](https://www.citehr.com/259167-pms-workers.html) to read it. You will find my two comments in the thread.
By the way, I conduct training on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing a policy on Employee Performance.
i) Conducting training on what KPI or KRA is.
j) Conducting training on how to handle PA, give feedback, etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to train the staff of your company.
Thanks,
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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pls discuss on Inter personal Relationship or Inter personal Skill. If any of our friend is having any ppt or pps pls share it .
From India, Mumbai
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From India, Mumbai
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[QUOTE=davidtaylor.hrdx;1609343]Hi
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Many thanks for your link. It's so really helpful for me.
Best rgs
From Vietnam, Hai Phong
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When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Many thanks for your link. It's so really helpful for me.
Best rgs
From Vietnam, Hai Phong
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Dear Dinesh,
I wanted your help to build KRAs for Media House. I have been working in the automobile industry, but recently I have diversified into the field of media. Could you please guide me on how I should build KRAs for a Media House? Could you provide examples to help me understand better?
The different departments that I will have to deal with include reporters, chief editors, IT team, accounts team, and other management staff. Your assistance in this matter would be greatly appreciated. Kindly revert back using the contact details provided below:
Cell No. 9426168000
Email id: kapadiya_mihir@yahoo.co.in
Regards,
Mihir Kapadia
From India, Rajkot
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I wanted your help to build KRAs for Media House. I have been working in the automobile industry, but recently I have diversified into the field of media. Could you please guide me on how I should build KRAs for a Media House? Could you provide examples to help me understand better?
The different departments that I will have to deal with include reporters, chief editors, IT team, accounts team, and other management staff. Your assistance in this matter would be greatly appreciated. Kindly revert back using the contact details provided below:
Cell No. 9426168000
Email id: kapadiya_mihir@yahoo.co.in
Regards,
Mihir Kapadia
From India, Rajkot
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Hi Mihir,
Your question is exciting and challenging. To build performance measures, be it subjective or objective, you can refer to the guide here on [15 questions for effective employee evaluation](http://www.slideshare.net/TETIndia/15-questions-for-effective-employee-evaluation). This will help you. To be more specific, this will be helpful if you are looking at the larger picture of every role and how you can narrow down to their goal.
Good luck,
Rajarshi
Grosum
From India, Howrah
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Your question is exciting and challenging. To build performance measures, be it subjective or objective, you can refer to the guide here on [15 questions for effective employee evaluation](http://www.slideshare.net/TETIndia/15-questions-for-effective-employee-evaluation). This will help you. To be more specific, this will be helpful if you are looking at the larger picture of every role and how you can narrow down to their goal.
Good luck,
Rajarshi
Grosum
From India, Howrah
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Performance Appraisal Methods.doc
Methods-of-Perf ormance-Apprais al-2.pdf