can anybody help me in providing different types of performance appraisal for the officers and interview rating sheet
i would be evergrateful to you.
debasishhalder
email :debasish_haldar@rediffmail.com
From India, Calcutta
i would be evergrateful to you.
debasishhalder
email :debasish_haldar@rediffmail.com
From India, Calcutta
Hello Debasish,
Techniques for employee appraisal depends from organization to organization. One technique which is appropriate for your organization will not be appropriate for another. Many organizations follow traditional methods like Confidential Report method, where a superior evaluate an employee on basis of loyalty, intelligence, character and his work. But this type of method is often biased resulting in dissatisfaction and misunderstandings among employees which hamper their productivity.
Some organization follows Scalar rating system or numerical or Ranking method, whereby managers are asked to rate an employee against a number of objectives or attributes. Again this method leads to biasedness among the employees.
Some organization follows 360 degree appraisal system, whereby an employee receives assessments from his/her mangers, peers, subordinates and customers while also performing a self appraisal.
And there is another nice technique which an organization follows for employee appraisal is MBO, whereby managers and other superior’s chalk out a task for an employee which he had perform. The tasks which are set are easily achievable and time bound and most importantly it should be coordinated with the goal of the organization.
Depending on his performance, the goals for the employee are set and modified.
You can also carry out appraisals using softwares like Paylite HRMS. It is completely unbiased way to do appraisal, and easy to use. For further info plz visit www.paylitehr.com
Regards,
Chaitali
From India, Calcutta
1Techniques for employee appraisal depends from organization to organization. One technique which is appropriate for your organization will not be appropriate for another. Many organizations follow traditional methods like Confidential Report method, where a superior evaluate an employee on basis of loyalty, intelligence, character and his work. But this type of method is often biased resulting in dissatisfaction and misunderstandings among employees which hamper their productivity.
Some organization follows Scalar rating system or numerical or Ranking method, whereby managers are asked to rate an employee against a number of objectives or attributes. Again this method leads to biasedness among the employees.
Some organization follows 360 degree appraisal system, whereby an employee receives assessments from his/her mangers, peers, subordinates and customers while also performing a self appraisal.
And there is another nice technique which an organization follows for employee appraisal is MBO, whereby managers and other superior’s chalk out a task for an employee which he had perform. The tasks which are set are easily achievable and time bound and most importantly it should be coordinated with the goal of the organization.
Depending on his performance, the goals for the employee are set and modified.
You can also carry out appraisals using softwares like Paylite HRMS. It is completely unbiased way to do appraisal, and easy to use. For further info plz visit www.paylitehr.com
Regards,
Chaitali
From India, Calcutta
dear alll,
i am also working on the same topic and thinking to implement 360 degrees performance appraisals. the thing is im doing it for a school. can any body suggest me the way i should bring up with this task???
thanking u,.
vamsigyandev.sanka
From India, Hyderabad
i am also working on the same topic and thinking to implement 360 degrees performance appraisals. the thing is im doing it for a school. can any body suggest me the way i should bring up with this task???
thanking u,.
vamsigyandev.sanka
From India, Hyderabad
•
Hi,
I agree with Chaitali it depends upon organization to organization. If you want to know all the methods theoretically I have details.. I am sending you just titles of appraisal methods.. if you want details kindly let me know I can send you that.
Straight Ranking Method-
•Graphic rating Scale:
•Forced Choice description method:
•Critical Incident Method
•Group Appraisal Method-
•Confidential Method/ Report
•Behavioral Anchored Rating Scale –(BARS) :
•Assessment centers Method-
•
Regards,
Aparna
From India, Salai
Hi,
I agree with Chaitali it depends upon organization to organization. If you want to know all the methods theoretically I have details.. I am sending you just titles of appraisal methods.. if you want details kindly let me know I can send you that.
Straight Ranking Method-
•Graphic rating Scale:
•Forced Choice description method:
•Critical Incident Method
•Group Appraisal Method-
•Confidential Method/ Report
•Behavioral Anchored Rating Scale –(BARS) :
•Assessment centers Method-
•
Regards,
Aparna
From India, Salai
Hi Debashish,
We will be making a grave mistake by taking a standard appraisal and applying it to your company. Remember what gets measured is what gets done and all that gets measured is not what we require.
I suggest you do a complete study esp. of your organisational goals and the core issues that needs measuring, and also study other companies in the same field. Then involving the employees, you can make your own appraisals. These days appraisals have given way to a complete Perfomance Management System. This is more holistic.
Regards
Sajan
From India, Hyderabad
We will be making a grave mistake by taking a standard appraisal and applying it to your company. Remember what gets measured is what gets done and all that gets measured is not what we require.
I suggest you do a complete study esp. of your organisational goals and the core issues that needs measuring, and also study other companies in the same field. Then involving the employees, you can make your own appraisals. These days appraisals have given way to a complete Perfomance Management System. This is more holistic.
Regards
Sajan
From India, Hyderabad
Hi Aparna,
Thanks for the methods described. Could you please explain me in details the below methods -
•Group Appraisal Method-
•Confidential Method/ Report
•Behavioral Anchored Rating Scale –(BARS) :
•Assessment centers Method-
Also could you suggest me some good appraisal system for a small/medium size IT Company. We are basically in to Telecom domain & in to Offshoring & service business.
Thanks & Regards,
Prachi
From India, Mumbai
Thanks for the methods described. Could you please explain me in details the below methods -
•Group Appraisal Method-
•Confidential Method/ Report
•Behavioral Anchored Rating Scale –(BARS) :
•Assessment centers Method-
Also could you suggest me some good appraisal system for a small/medium size IT Company. We are basically in to Telecom domain & in to Offshoring & service business.
Thanks & Regards,
Prachi
From India, Mumbai
Hello Prachi,
I can suggest you a good appraisal system for small to medium size companies. You can use Paylite HRMS software,it will provide you 360 degree appraisal techniques. Here you can store questionnaire as database for different department, can view profile of employee whose appraisals are pending and also send mail templates to different employees and much more. For further info please visit www.paylitehr.com
Regards,
Chaitali
From India, Calcutta
I can suggest you a good appraisal system for small to medium size companies. You can use Paylite HRMS software,it will provide you 360 degree appraisal techniques. Here you can store questionnaire as database for different department, can view profile of employee whose appraisals are pending and also send mail templates to different employees and much more. For further info please visit www.paylitehr.com
Regards,
Chaitali
From India, Calcutta
Dear Chaitali,
Thanx for suggesting to Prachi to use HRMS - but some organisations are dead against using software. I am working as a HR Consultant for a SME IT organisation with 150 employees (approx)! They are having difficulty with normalising the data at the post evaluation stage! They have used all sorts of statistical methods and it is still no where near a bell curve more of an line graph!
Can you or anyone help with a solution or possibly suggestions of what can be done?
Many thanx
derinku:icon1:
From India, Calcutta
Thanx for suggesting to Prachi to use HRMS - but some organisations are dead against using software. I am working as a HR Consultant for a SME IT organisation with 150 employees (approx)! They are having difficulty with normalising the data at the post evaluation stage! They have used all sorts of statistical methods and it is still no where near a bell curve more of an line graph!
Can you or anyone help with a solution or possibly suggestions of what can be done?
Many thanx
derinku:icon1:
From India, Calcutta
Hi,
I am attaching a PMS ppt that we had prepared. Hope this clarifies most of the doubts. If any more persists kindly revert. Individual company case has to be discussed with a lot of inputs.
Regards
Sajan
From India, Hyderabad
I am attaching a PMS ppt that we had prepared. Hope this clarifies most of the doubts. If any more persists kindly revert. Individual company case has to be discussed with a lot of inputs.
Regards
Sajan
From India, Hyderabad
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Performance Appraisal Form for Staff.doc