Hi Dear All Who is more appropriate for performance appraisal? Please reply..
From India, Chandigarh
1From India, Chandigarh
Performance appraisal is not such a easy process...it is lengthy and hectic process deal with lots of things..It is an in-appropriate way to do such a important thing..it should consist self appraisal,appraisal by colleagues and head....and then evaluate it on proper basis....And this is basically done by appropraite person not by new joinee...
From India, Ahmedabad
From India, Ahmedabad
Well what Ankit have said is absolutely correct. This is not the proper way of conducting Appraisal. When I joined my company there was no HR, I implemented all the HR practices in the company including Appraisal system, but that was a very hectic process though in my company we don't have large number of employees. Before implementing the complete system I also conduct a training regarding how Management will do appraisal and what kind of forms will be there and why we have included certain questions/parameters in that forms. An Appraisal system should definitely consist of self appraisal, appraisal by seniors/reporting head, appraisal by colleagues.
Best Regards
Shree
From India, Hyderabad
Best Regards
Shree
From India, Hyderabad
The minimum requirement for effective performance appraisals is that each employee is appraised by their immediate supervisor. This very simple system can then be expanded to include self-appraisals and other appraisers (such as customer, peers, etc). The company’s number one mistake was getting an HR trainee to devise and implement a performance management system when the PMS is a mission critical activity for any organization.
Les Allan
Business Performance P/L - HR and Training Tools
From Australia, Glen Waverley
Les Allan
Business Performance P/L - HR and Training Tools
From Australia, Glen Waverley
Hi
Very interesting. If it is so simple, we do not need any managers in organisations!!
Performance appraisal is not about filling forms.
Many entrants start with the presumption that PA means filling up forms. Download a form and get it filled!!!
Performance appraisal is not about assessing knowledge and attitude or personality. They are all done before we place a person on the job.
It is about assessing the persons performance against expectations.
It starts with the immediate superior then the DFepartmental head and then the user departments. This is the minimum required
Siva
From India, Chennai
Very interesting. If it is so simple, we do not need any managers in organisations!!
Performance appraisal is not about filling forms.
Many entrants start with the presumption that PA means filling up forms. Download a form and get it filled!!!
Performance appraisal is not about assessing knowledge and attitude or personality. They are all done before we place a person on the job.
It is about assessing the persons performance against expectations.
It starts with the immediate superior then the DFepartmental head and then the user departments. This is the minimum required
Siva
From India, Chennai
Hello Siva. Thank you for your comment. I did not mean to imply that performance management as a system is simple. I was referring specifically to the question of who does the appraising. The simplest and minimalist option here is for the employee’s immediate supervisor to do the appraising.
You are dead right. Effective PM is much more than filling in forms, and I have said that myself in many forum postings over the last couple of years. Supervisors and managers need to be skilled in giving frequent, timely, direct, honest and tactful feedback. They also need to be skilled in setting objectively measurable and meaningful objectives. The appraisal cycle needs to fit in with the company’s business cycle. Employee evaluations need to be recorded and stored efficiently and confidentially. Goals need to be cascaded from the higher levels of the organization. Rewards for good performance and behaviors need to align with the organization’s overall system of rewards and remuneration practices, and so on and so on. The larger the organization, the harder it is to get this right; and the more damage done when it is not right. Thank you Siva for giving me the opportunity to clarify more fully what I meant.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
You are dead right. Effective PM is much more than filling in forms, and I have said that myself in many forum postings over the last couple of years. Supervisors and managers need to be skilled in giving frequent, timely, direct, honest and tactful feedback. They also need to be skilled in setting objectively measurable and meaningful objectives. The appraisal cycle needs to fit in with the company’s business cycle. Employee evaluations need to be recorded and stored efficiently and confidentially. Goals need to be cascaded from the higher levels of the organization. Rewards for good performance and behaviors need to align with the organization’s overall system of rewards and remuneration practices, and so on and so on. The larger the organization, the harder it is to get this right; and the more damage done when it is not right. Thank you Siva for giving me the opportunity to clarify more fully what I meant.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
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