Dear All,
I am in a hospital industry and need to train my Head of Departments on Performance Appraisal - Quantitative and Qualitative measures. However i am unable to find examples for the same. How to identify these if the appraisal was to be done for a Nurse?
Thanks & Regards,
Shital
From India, Pune
I am in a hospital industry and need to train my Head of Departments on Performance Appraisal - Quantitative and Qualitative measures. However i am unable to find examples for the same. How to identify these if the appraisal was to be done for a Nurse?
Thanks & Regards,
Shital
From India, Pune
Dear Shital,
To understand the quality and quantitative measures, you need to study each job very well. For this you need to identify the measures of performance for every position and every department too. This is a quite long drawn process. Performance appraisal comes later.
If you want training of the managers on how to conduct the performance appraisal, then I will do it. However, your managers first need to be trained on how to design KPIs and KRAs.
To know about my training activities, I have attached my Training e-Brochure to this post.
Thanks,
Dinesh V Divekar
From India, Bangalore
7884To understand the quality and quantitative measures, you need to study each job very well. For this you need to identify the measures of performance for every position and every department too. This is a quite long drawn process. Performance appraisal comes later.
If you want training of the managers on how to conduct the performance appraisal, then I will do it. However, your managers first need to be trained on how to design KPIs and KRAs.
To know about my training activities, I have attached my Training e-Brochure to this post.
Thanks,
Dinesh V Divekar
From India, Bangalore
Hi Shital,
What i understand from your question is, You have already identified the aspects of PA, both quantitative & qualitative and you are looking for examples on how to carryout the appraisal.
If you have already identified the aspects to be measured, then examples can be derived.
Hope i understood your question........
Regards
RAM
From India, Hyderabad
What i understand from your question is, You have already identified the aspects of PA, both quantitative & qualitative and you are looking for examples on how to carryout the appraisal.
If you have already identified the aspects to be measured, then examples can be derived.
Hope i understood your question........
Regards
RAM
From India, Hyderabad
Hi,
Dear Shital,
If I understand your question it say you want to educate your HOD's on what PMS is all about and how to go about it....
We were also working on similar lines to educate the HOD's first we studied our normal process then external best practises and arrived at a process flow.
Option 1 / Normal Process
Goal Setting -> Performance Appraisal Discussion ->Rating -> Training Plan ->Performance Linked Pay
Option 2 / R&D process
Goal Setting -> Performance Appraisal 60% to the tangible & qualitative output -> 20% to the stakeholder evaluation 180* evaluation-> 20% Potential Of the Individual -> Derive at the Competencies->People Development-> Guide to arrive an IDP->Subjective Rating ->PLP as per the rating and locating the same in Bell curve Bandwidth -> Plan towards vertical moment or horizontal movement.
This is just at the implementation stage, so the next step to implement a new process would be educating the new and existing HOD's, launch the process, ensure the HOD's internally communicates to the stake holders and faciliate the HOD's & employess to adhere the process.
In a Medical Industry the KRA's of each role and their achiveable targets can varry so you will have to relate the process with the same. Rest like Stake holders feedback (Doctor's Feedback / Medical Store / Customers etc...) and behavioural aspects would be same for all industries.
Request others also to evaluate on the same and provide your views.
From India, Mumbai
Dear Shital,
If I understand your question it say you want to educate your HOD's on what PMS is all about and how to go about it....
We were also working on similar lines to educate the HOD's first we studied our normal process then external best practises and arrived at a process flow.
Option 1 / Normal Process
Goal Setting -> Performance Appraisal Discussion ->Rating -> Training Plan ->Performance Linked Pay
Option 2 / R&D process
Goal Setting -> Performance Appraisal 60% to the tangible & qualitative output -> 20% to the stakeholder evaluation 180* evaluation-> 20% Potential Of the Individual -> Derive at the Competencies->People Development-> Guide to arrive an IDP->Subjective Rating ->PLP as per the rating and locating the same in Bell curve Bandwidth -> Plan towards vertical moment or horizontal movement.
This is just at the implementation stage, so the next step to implement a new process would be educating the new and existing HOD's, launch the process, ensure the HOD's internally communicates to the stake holders and faciliate the HOD's & employess to adhere the process.
In a Medical Industry the KRA's of each role and their achiveable targets can varry so you will have to relate the process with the same. Rest like Stake holders feedback (Doctor's Feedback / Medical Store / Customers etc...) and behavioural aspects would be same for all industries.
Request others also to evaluate on the same and provide your views.
From India, Mumbai
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Performance Appraisal Form for Staff.doc