I want guidance for Performance Appraisal. I am working in one reputed IT firm. As per my company culture, everyone is a boss here, which means we are not reporting to any manager. We are directly interacting with the CEO. We don't have a hierarchy. We want to start a proper appraisal function where we can judge ourselves, our peers, and the company's performance.
Can anyone guide me for the same?
From India, Mumbai
Acknowledge(0)
Amend(0)
Can anyone guide me for the same?
From India, Mumbai
Acknowledge(0)Amend(0)
Hi, You could do a 360 Degree Appraisal in this case ! Regards, Priya
From India, New Delhi
Acknowledge(0)Amend(0)
11From India, New Delhi
Acknowledge(0)Amend(0)
Hi,
You could try the following from Calibrix Performance Management. It is ready-to-use performance management software where comparisons can be made for various KRAs and KPIs.
Regards,
Prashant
9819309762
From India, Mumbai
Acknowledge(0)Amend(0)
You could try the following from Calibrix Performance Management. It is ready-to-use performance management software where comparisons can be made for various KRAs and KPIs.
Regards,
Prashant
9819309762
From India, Mumbai
Acknowledge(0)Amend(0)
Have you a set KPI’s and competancies, if yes evaluate against them. if not kindly start working on KPI’s and competancies like client focus, people development, result orientation, etc
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Besides KPIs and competencies, which need to be defined explicitly for each level on the evaluation scale of say, 1 to 5 (1 being the lowest), your appraisal system should include 'Self-Appraisal' followed by 'Appraisal by CEO' (i.e., your workflow shall be Employee -> CEO -> HR Manager).
360-degree feedback would have been ideal in your environment (as proposed by others).
From India, Delhi
Acknowledge(0)Amend(0)
360-degree feedback would have been ideal in your environment (as proposed by others).
From India, Delhi
Acknowledge(0)Amend(0)
In addition to what I have mentioned above, your CEO may like to have a 'Relative Ranking' option for employees of the same level. This enables differentiating between the better amongst the best/worst.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dear friend,
As other members have pointed out, first and foremost, you need to have a Policy on Performance Management System (PMS). Part of PMS would be Performance Appraisal (PA). Please note that PA is a subset of PMS. Therefore, you need to take a holistic view.
I handle training on PMS. If required, you may approach me. To know what I can do for you, please click here and check my previous post.
@ Priya: - 360-degree appraisal is an HR intervention of a higher order. You cannot leapfrog to this intervention. If mishandled, it creates more damage than good. To know my views on this topic, you can click here.
Thanks,
Dinesh V Divekar
Hi,
You could do a 360-Degree Appraisal in this case!
Regards,
Priya
From India, Bangalore
Acknowledge(0)Amend(0)
As other members have pointed out, first and foremost, you need to have a Policy on Performance Management System (PMS). Part of PMS would be Performance Appraisal (PA). Please note that PA is a subset of PMS. Therefore, you need to take a holistic view.
I handle training on PMS. If required, you may approach me. To know what I can do for you, please click here and check my previous post.
@ Priya: - 360-degree appraisal is an HR intervention of a higher order. You cannot leapfrog to this intervention. If mishandled, it creates more damage than good. To know my views on this topic, you can click here.
Thanks,
Dinesh V Divekar
Hi,
You could do a 360-Degree Appraisal in this case!
Regards,
Priya
From India, Bangalore
Acknowledge(0)Amend(0)
I wonder how your organization is functioning or able to meet targets without respective hierarchy levels. It is mandatory for your CEO to define levels in the hierarchy rather than having discussions with every employee, which is not a good practice.
Rather than considering yourselves as a boss of your own, I recommend considering yourselves as team members. This approach will promote the concept of team building, resulting in teamwork, unity among team members, and also help you develop interpersonal skills, effective communication skills, and more. The beauty of considering yourselves as team members is that it will definitely help all of you to eliminate your egoistic approach/attitude, which is often seen in employees who treat themselves as their own boss.
Performance appraisal may not help you judge your employees, but it can measure technical and functional competencies against defined targets. I suggest relating performance appraisal to your Key Result Areas (KRAs) for better analysis.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
Rather than considering yourselves as a boss of your own, I recommend considering yourselves as team members. This approach will promote the concept of team building, resulting in teamwork, unity among team members, and also help you develop interpersonal skills, effective communication skills, and more. The beauty of considering yourselves as team members is that it will definitely help all of you to eliminate your egoistic approach/attitude, which is often seen in employees who treat themselves as their own boss.
Performance appraisal may not help you judge your employees, but it can measure technical and functional competencies against defined targets. I suggest relating performance appraisal to your Key Result Areas (KRAs) for better analysis.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
360 Degree Feedback and performance Appraisal-Anil Arora.pdf
Maruti adopts `360 degree' appraisal system.doc