Dear All,
I have a query regarding performance appraisal in my current organization. Last year, in 2010, the individual was managing the Technical department. However, starting from February 2011, this person began overseeing the Project department.
I am seeking advice on how to conduct the appraisal for such individuals. Should I appraise based on Technical Key Result Areas (KRAs) or on Project KRAs?
Please share your insights on the above matter.
Regards,
Milan
From India, Mumbai
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2I have a query regarding performance appraisal in my current organization. Last year, in 2010, the individual was managing the Technical department. However, starting from February 2011, this person began overseeing the Project department.
I am seeking advice on how to conduct the appraisal for such individuals. Should I appraise based on Technical Key Result Areas (KRAs) or on Project KRAs?
Please share your insights on the above matter.
Regards,
Milan
From India, Mumbai
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Milan,
Please clarify the below questions:
1. Why has the person been assigned to handle the Project Department?
2. What was the reason for this change?
3. Is this an additional role for him?
Regards,
Anurag Jain
From India, Jaipur
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Please clarify the below questions:
1. Why has the person been assigned to handle the Project Department?
2. What was the reason for this change?
3. Is this an additional role for him?
Regards,
Anurag Jain
From India, Jaipur
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Hi Anurag,
He is being shifted to the Project department. It was an internal transfer as we have a requirement in the project department. This is not an additional role; it involves completely different responsibilities. However, the other person from the technical department is currently undergoing training. This person was also handling a technical role until May 2011.
Regards,
Milan
From India, Mumbai
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He is being shifted to the Project department. It was an internal transfer as we have a requirement in the project department. This is not an additional role; it involves completely different responsibilities. However, the other person from the technical department is currently undergoing training. This person was also handling a technical role until May 2011.
Regards,
Milan
From India, Mumbai
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Dear Milan, U can conduct performance appraisal on Pro data basis. That is performance Appraisal KRA will contain both Project Department & Technical department as well.
From India, Madras
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From India, Madras
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Hi Milan,
As per the situation described, we can proceed as follows:
1. Both KRAs shall be taken into account while reviewing the performance.
2. I also agree with Mr. Barathi to "conduct performance appraisal on a pro data basis."
3. It appears that the role has been extended, possibly due to his competencies or other factors being considered. Therefore, this fact should also be given due weightage.
Regards, Anurag Jain
E: anurag_h_jain@yahoo.co.in
From India, Jaipur
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As per the situation described, we can proceed as follows:
1. Both KRAs shall be taken into account while reviewing the performance.
2. I also agree with Mr. Barathi to "conduct performance appraisal on a pro data basis."
3. It appears that the role has been extended, possibly due to his competencies or other factors being considered. Therefore, this fact should also be given due weightage.
Regards, Anurag Jain
E: anurag_h_jain@yahoo.co.in
From India, Jaipur
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Hi,
The ideal way could be to conduct two separate appraisal reviews to get ratings independently for each of the two roles. After this, finalize the annual rating by calculating a weighted average of the two scores, taking into account the tenure spent in each role.
Regards,
Lloyd.
From India, Bangalore
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The ideal way could be to conduct two separate appraisal reviews to get ratings independently for each of the two roles. After this, finalize the annual rating by calculating a weighted average of the two scores, taking into account the tenure spent in each role.
Regards,
Lloyd.
From India, Bangalore
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Mr. Milan,
If the appraisal period is from April to March, then you can do the appraisal pertaining to the Technical department only. This is because individuals cannot accomplish anything remarkable within two months, i.e., February and March.
Palani
From India, Tiruppur
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If the appraisal period is from April to March, then you can do the appraisal pertaining to the Technical department only. This is because individuals cannot accomplish anything remarkable within two months, i.e., February and March.
Palani
From India, Tiruppur
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Dear Mili,
You can work on Bharathi's advice, as you can neither ignore two months of the employee's performance in the project department, nor is it advisable to conduct a separate appraisal solely for the two months in addition to the ten months of his performance appraisal in the technical department.
From India, Delhi
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You can work on Bharathi's advice, as you can neither ignore two months of the employee's performance in the project department, nor is it advisable to conduct a separate appraisal solely for the two months in addition to the ten months of his performance appraisal in the technical department.
From India, Delhi
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Dear Milan,
Generally, the appraisal will be done based on his performance in Key Result Areas (KRAs). In this case, he worked for almost a year and less than two months in the technical department. As HR professionals, we need to consider his review of KRAs in the technical department. Currently, he is working in the project department and handling additional responsibilities, which will contribute to his performance advancement.
Thank you.
From India, Hyderabad
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Generally, the appraisal will be done based on his performance in Key Result Areas (KRAs). In this case, he worked for almost a year and less than two months in the technical department. As HR professionals, we need to consider his review of KRAs in the technical department. Currently, he is working in the project department and handling additional responsibilities, which will contribute to his performance advancement.
Thank you.
From India, Hyderabad
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