Dear all, I have received the performance review forms of all employees by their HOD, could you please guide me to the analysis of this in view of HR or how to give rating/comments as an HR representative?
From India, Mumbai
From India, Mumbai
Dear member,
If the HODs have sent the PR forms to you that are duly filled, then it is your duty to maintain proper records of it. You may make a summary sheet and identify who the top performers are, and whose performance is sub-par. The analysis should be helpful in gaining insight into the performance of all the employees.
Nevertheless, your query is also on as an HR how to give rating comments. I recommend you refrain from involving in the rating of the employees. The HR professionals are the process owners of the PR process. However, the ownership does not give them the right to meddle in the process itself. They cannot expect to have a finger in the PR's pie.
The subordinates work under the nose of the respective HODs. Therefore, they know better who is really smart and who is not. In contrast, HR's association with the employees is remote. In addition to the remoteness, how can HR be an expert in all the departments so as to assess even the performance of the employees? Notwithstanding this, HR may go through the PR forms of all the employees and find out inconsistencies on account of under-rating of the outstanding employee if any. The HR professional may also bring to the notice of HOD a case of misconduct that has not been taken into account while giving excess marks. The HR professionals have to seek clarifications from the HODs with due sensitivity, and HODs should not consider it meddling by HR.
Thanks,
Dinesh Divekar
From India, Bangalore
7883If the HODs have sent the PR forms to you that are duly filled, then it is your duty to maintain proper records of it. You may make a summary sheet and identify who the top performers are, and whose performance is sub-par. The analysis should be helpful in gaining insight into the performance of all the employees.
Nevertheless, your query is also on as an HR how to give rating comments. I recommend you refrain from involving in the rating of the employees. The HR professionals are the process owners of the PR process. However, the ownership does not give them the right to meddle in the process itself. They cannot expect to have a finger in the PR's pie.
The subordinates work under the nose of the respective HODs. Therefore, they know better who is really smart and who is not. In contrast, HR's association with the employees is remote. In addition to the remoteness, how can HR be an expert in all the departments so as to assess even the performance of the employees? Notwithstanding this, HR may go through the PR forms of all the employees and find out inconsistencies on account of under-rating of the outstanding employee if any. The HR professional may also bring to the notice of HOD a case of misconduct that has not been taken into account while giving excess marks. The HR professionals have to seek clarifications from the HODs with due sensitivity, and HODs should not consider it meddling by HR.
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Performance Review Form - KDCL for year 2010.xls
Performance Review 2008(employee Section).ppt
Performance Review Materials.doc