Hi HR professionals!!,
A small query of mine..As I am also a HR executive I am quite confused in the process of Performance Development Review Process. I am now having this PDR meeting with the staffs and they have already sent me the evaluation form which they filled. My query is that as a HR manager should I again need to fill up the same form for all the staffs or should I only put comments on the same form that they sent me. After all at the end I am the one who is compiling the PDR report for all the staffs. Can anyone advise me please..
From Nepal, Kathmandu
1A small query of mine..As I am also a HR executive I am quite confused in the process of Performance Development Review Process. I am now having this PDR meeting with the staffs and they have already sent me the evaluation form which they filled. My query is that as a HR manager should I again need to fill up the same form for all the staffs or should I only put comments on the same form that they sent me. After all at the end I am the one who is compiling the PDR report for all the staffs. Can anyone advise me please..
From Nepal, Kathmandu
Sir you said you have already received the filled up forms, with responses.then i think you should not repeat it again.
One thing i want to ask you sir , in the review process have you consulted with the senior executives of the respective staffs? Or are they allowed to response on the same sheet also?
you should give comments on the basis of the responses received and also on the basis of the response of the immediate senior of the employee on the same form. This makes the evaluation more constructive and rational.
It should not be a hr manager . hr executive to form any conclusion, you should be the initiator , implementer of the process.
hope seniors will shed more knowledge into this matter..
From India, Calcutta
One thing i want to ask you sir , in the review process have you consulted with the senior executives of the respective staffs? Or are they allowed to response on the same sheet also?
you should give comments on the basis of the responses received and also on the basis of the response of the immediate senior of the employee on the same form. This makes the evaluation more constructive and rational.
It should not be a hr manager . hr executive to form any conclusion, you should be the initiator , implementer of the process.
hope seniors will shed more knowledge into this matter..
From India, Calcutta
simone,
wish to clarify:
were the staff made aware at the beginning of the year on how they are going to be rated.
were the kpis/ targets etc decided mutually..
have you taken the written feedback of their immediate supervisors/ line manager.
have you discussed the TNA for each position/
From India, Delhi
wish to clarify:
were the staff made aware at the beginning of the year on how they are going to be rated.
were the kpis/ targets etc decided mutually..
have you taken the written feedback of their immediate supervisors/ line manager.
have you discussed the TNA for each position/
From India, Delhi
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Performance Review Form - KDCL for year 2010.xls
Performance Development Plan.doc