Hi all,
I am from the automobile Industry and new in this field of HR. I want to launch an appraisal system in my organization but the people are not very highly educated as they are mostly mechanics and engineers. Please suggest what system I should adopt so that every ones' performance I will be able to review perfectly.
Thanks
From India, Udaipur
I am from the automobile Industry and new in this field of HR. I want to launch an appraisal system in my organization but the people are not very highly educated as they are mostly mechanics and engineers. Please suggest what system I should adopt so that every ones' performance I will be able to review perfectly.
Thanks
From India, Udaipur
appraisal have nothing to do with their education level, unless u follow a complex erp based performance metrics. Its HR department task to make it Lucid , so that every employee would understand their role and job description and hence be a part of the appraisal system.
Well you can try KRA based Performance appraisal , BSC scorecard matrix. But for this, u need to have a defined and well tuned Job description for each engineer / employees
From India, Calcutta
112Well you can try KRA based Performance appraisal , BSC scorecard matrix. But for this, u need to have a defined and well tuned Job description for each engineer / employees
From India, Calcutta
Hello,
soumik1570 is very right in saying 'appraisal have nothing to do with their education level'.
What finally matters in any Performance Appraisal system is whether the individual concerned is CLEAR about what is expected of him/her by the company AND what are the parameters being used to measure the performance. Quite often it's the communication/understanding gap that mars the application of a Performance Appraisal system, howsoever good the intent.
And given the education levels you speak of, it makes it even more important that you keep in-mind ALL the possibilities of understanding/communication gaps when the system goes into effect--AND COVER THEM beforehand. The key is to 'pre-empt' than to 'solve' when the situation arises.
And coming to your line '......I will be able to review perfectly', I recollect a Quote: "Nothing is 'perfect', however perfect it may be" :-). Things can only get 'better' than what they were earlier.
All the Best.
Rgds,
TS
From India, Hyderabad
soumik1570 is very right in saying 'appraisal have nothing to do with their education level'.
What finally matters in any Performance Appraisal system is whether the individual concerned is CLEAR about what is expected of him/her by the company AND what are the parameters being used to measure the performance. Quite often it's the communication/understanding gap that mars the application of a Performance Appraisal system, howsoever good the intent.
And given the education levels you speak of, it makes it even more important that you keep in-mind ALL the possibilities of understanding/communication gaps when the system goes into effect--AND COVER THEM beforehand. The key is to 'pre-empt' than to 'solve' when the situation arises.
And coming to your line '......I will be able to review perfectly', I recollect a Quote: "Nothing is 'perfect', however perfect it may be" :-). Things can only get 'better' than what they were earlier.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear SmartHR,
HR senses the Performance appraisal system for understanding and justification for issuing a raise of better performance or promotions (if required).
The steps that can be followed for a PA, hereby reffered to performance appraisal are -
- 36o PA: Give the forms with statements that can be rated by the people (Managers, supervisors, co- workers and clients) - Results then will be discussed with the related employee
- Actual Productivity: Productivity can be calculated by the quickest turn around time and the quality or the quantity of the work delivered by the employee.
- Self Appraisal: This helps the employee while in writing he evaluates his own abilities, goals and weaknesses.
- Upward Appraisal: This is done by the sub-ordinates rating to their Managers, Supervisors and Managements or leaders. The sub-ordinates here have a chance to open-up freely to express teh thoughts on working culture freely.
PA system gives factual and bona fide ideas on a improved work system.
From India, Visakhapatnam
HR senses the Performance appraisal system for understanding and justification for issuing a raise of better performance or promotions (if required).
The steps that can be followed for a PA, hereby reffered to performance appraisal are -
- 36o PA: Give the forms with statements that can be rated by the people (Managers, supervisors, co- workers and clients) - Results then will be discussed with the related employee
- Actual Productivity: Productivity can be calculated by the quickest turn around time and the quality or the quantity of the work delivered by the employee.
- Self Appraisal: This helps the employee while in writing he evaluates his own abilities, goals and weaknesses.
- Upward Appraisal: This is done by the sub-ordinates rating to their Managers, Supervisors and Managements or leaders. The sub-ordinates here have a chance to open-up freely to express teh thoughts on working culture freely.
PA system gives factual and bona fide ideas on a improved work system.
From India, Visakhapatnam
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Performance Appraisal Form for Staff.doc