Hello Everyone! My company is starting self-appraisal procedure for the first time. Please help me with the self-appraisal forms for the employees. Regards Gunjan
From India, Morvi
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From India, Morvi
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What is the nature of your industry? Why would you like to have only a self-appraisal form? Are they mature enough to understand the seriousness of this form? Do you know the risks involved in self-appraisal? Do you have a policy on Performance Appraisal (PA) well in place? When employees join the company, during induction itself they should be told when their appraisal will take place.
The important point is that PA concentrates only on individual performance. We need to go beyond and measure business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have replied to this post. Click the following link to refer to the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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8046The important point is that PA concentrates only on individual performance. We need to go beyond and measure business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have replied to this post. Click the following link to refer to the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hello All,
I joined as an HR in a startup organization. At this time, we are planning to conduct a performance review. Can you please suggest a few tips on how to make it successful? Our organization is involved in both consulting and development.
Thanks,
From India, Hyderabad
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I joined as an HR in a startup organization. At this time, we are planning to conduct a performance review. Can you please suggest a few tips on how to make it successful? Our organization is involved in both consulting and development.
Thanks,
From India, Hyderabad
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Dear All,
I need your help. In my organization, we follow an annual appraisal pattern. The concerned supervisor of a team never fills out the employee's appraisal forms. As an HR professional, I am unable to justify the employees' performance. I want to write an email to him to follow the procedure. Please help.
From India, Chennai
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I need your help. In my organization, we follow an annual appraisal pattern. The concerned supervisor of a team never fills out the employee's appraisal forms. As an HR professional, I am unable to justify the employees' performance. I want to write an email to him to follow the procedure. Please help.
From India, Chennai
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Appraisal Form Considerations
This is a never-ending topic and discussion, but let me join in. When discussing an appraisal, three things should always be remembered:
1) The Concept or System
2) The Form or Tool
3) The Policy
The query here pertains to the FORM.
In my view, a good appraisal form must be user-friendly. HR practitioners must bear in mind that common issues with appraisals arise when the form is challenging to complete. Post-appraisal, the results need processing. If the form is not user-friendly, it can lead to delays and non-compliance with mandated timelines, especially when tied to year-end promotions and rewards.
There are appraisal forms that are not only cumbersome to complete but also extensive in length. This is why many supervisors despise them, as they consume a significant amount of time. For me, an effective appraisal form should be a ONE-PAGER encompassing all aspects: planned targets, actual results/outputs achieved, ratings for each, and the employee's improvement and development plan.
Our company assists organizations globally in establishing user-friendly PMS systems worldwide. Feel free to reach out if you have an approved budget.
Best regards.
From Philippines, Parañaque
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This is a never-ending topic and discussion, but let me join in. When discussing an appraisal, three things should always be remembered:
1) The Concept or System
2) The Form or Tool
3) The Policy
The query here pertains to the FORM.
In my view, a good appraisal form must be user-friendly. HR practitioners must bear in mind that common issues with appraisals arise when the form is challenging to complete. Post-appraisal, the results need processing. If the form is not user-friendly, it can lead to delays and non-compliance with mandated timelines, especially when tied to year-end promotions and rewards.
There are appraisal forms that are not only cumbersome to complete but also extensive in length. This is why many supervisors despise them, as they consume a significant amount of time. For me, an effective appraisal form should be a ONE-PAGER encompassing all aspects: planned targets, actual results/outputs achieved, ratings for each, and the employee's improvement and development plan.
Our company assists organizations globally in establishing user-friendly PMS systems worldwide. Feel free to reach out if you have an approved budget.
Best regards.
From Philippines, Parañaque
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Performance Management System.doc