what is the best appraisal system to follow in a small company sizing about 20-25 emplyees spread across 4 locations PAN India?
From India, New Delhi
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From India, New Delhi
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pick a position. try to identify how you can measure various parameters.. share the same.. will help you improving.
From India, Delhi
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45From India, Delhi
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For a small company of about 30-40 employees, I prefer appraisals to be done for employees based on their Date of Joining (DOJ). This will prevent us from conducting appraisals at fixed times, avoid forced rankings, and eliminate the curiosity of knowing one's ranking since in this situation, only HR and the concerned employee will keep track of the appraisal process.
What do you think?
From India, New Delhi
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What do you think?
From India, New Delhi
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Appraisals with varying dates will defeat the very purpose. How else would you budget for cost of living indexation, merit increases, and succession planning? Forced ranking is merely a tool to factor in limited budgets. Transparency in rankings is critical in a performance-centric environment.
From India, Delhi
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From India, Delhi
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Simple example:
For a recruiter:
1. PERT/CPM method (cycle time at various stages).
2. Quality of candidates - percentage of good performers (let's take end-of-year cycle).
3. Cost at various stages (can be benchmarked to other consultancies/companies; a good example is APQC process classification framework).
4. Whether you are an equal opportunity employer or not (many employers discriminate against age, sex, religion, region, rehabilitation of convicts, ex-servicemen, people from rural or marginalized populace, etc.).
5. Can they make/review a position description (Position descriptions are based on "must-haves" not "nice-to-haves")? How much money did you save in terms of lower salary for hire and longevity of hire?
6. Share of mind/penetration in the market (how much are they increasing on a quarter-to-quarter basis)?
7. Assessment methods used (MBTI, RSI, TAT), Behavioral Event Interviewing, etc.
8. Vertical knowledge (knowledge management techniques leading to lower cost/cycle time, etc.).
etc.
From India, Delhi
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For a recruiter:
1. PERT/CPM method (cycle time at various stages).
2. Quality of candidates - percentage of good performers (let's take end-of-year cycle).
3. Cost at various stages (can be benchmarked to other consultancies/companies; a good example is APQC process classification framework).
4. Whether you are an equal opportunity employer or not (many employers discriminate against age, sex, religion, region, rehabilitation of convicts, ex-servicemen, people from rural or marginalized populace, etc.).
5. Can they make/review a position description (Position descriptions are based on "must-haves" not "nice-to-haves")? How much money did you save in terms of lower salary for hire and longevity of hire?
6. Share of mind/penetration in the market (how much are they increasing on a quarter-to-quarter basis)?
7. Assessment methods used (MBTI, RSI, TAT), Behavioral Event Interviewing, etc.
8. Vertical knowledge (knowledge management techniques leading to lower cost/cycle time, etc.).
etc.
From India, Delhi
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Performance Appraisal evaluation.doc
Improving Employee Performance Through Appraisal And Coaching.pdf