Please help me with template for performance appraisal n balance scorecard. My company has little trust on performance appraisal so i want to create something to evaluate individual and for improvement plan too. Hope someone can help me. We have abt 100staff... Engineers, coo, fm, IT engineers, gm, and many other positions. I just joined this company and want to have some improvement.
From Malaysia, Kajang
From Malaysia, Kajang
Dear Devaky,
The best template for self-appraisal is to tell junior employees to prove their performance. At the time of Performance Appraisal (PA) meeting, they should provide adequate evidence of the performance. Manager should only validate the evidence.
However, this is much easier than done. For this you need to design proper KRAs and handover the KRA well in advance. To make the employees what are KRAs, you need to create sound Policy on Performance Management System (PMS) and train your employees on it.
You have written that "My company has little trust on performance appraisal". Who does not belief on PA and why? Is people performance not a route to measure organisation's performance? How your management will be able to elevate organisational performance without elevating people performance?
I have been writing on PMS or KPIs and KRAs through several threads. You may check the following link to clarify on the concept:
https://www.citehr.com/526357-kpi-kra.html
For further queries if any, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
7879The best template for self-appraisal is to tell junior employees to prove their performance. At the time of Performance Appraisal (PA) meeting, they should provide adequate evidence of the performance. Manager should only validate the evidence.
However, this is much easier than done. For this you need to design proper KRAs and handover the KRA well in advance. To make the employees what are KRAs, you need to create sound Policy on Performance Management System (PMS) and train your employees on it.
You have written that "My company has little trust on performance appraisal". Who does not belief on PA and why? Is people performance not a route to measure organisation's performance? How your management will be able to elevate organisational performance without elevating people performance?
I have been writing on PMS or KPIs and KRAs through several threads. You may check the following link to clarify on the concept:
https://www.citehr.com/526357-kpi-kra.html
For further queries if any, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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