Dear all,
Please guide how performance appraisal process get initiated per year.
Let us know in details not the process but the way process carried out.
Who will approve the appraisal format, why self appraisal will be considered even though the finalization done by other hand.
After self appraisal how it further carried.
Please clear us seniors..
From India, Bangalore
1Please guide how performance appraisal process get initiated per year.
Let us know in details not the process but the way process carried out.
Who will approve the appraisal format, why self appraisal will be considered even though the finalization done by other hand.
After self appraisal how it further carried.
Please clear us seniors..
From India, Bangalore
Hi Shanthi,
I will tell how it is normally done in banks. This is an annual exercise, where every officer is required to fill up the proforma of Performance Appraisal highlighting his achievements during the year and submit it to his higher authority(Reporting Authority) within a specified date. The Reporting authority will review the performance of his subordinate in the light of his submission and his own observation/assessment of the work done by his sub-ordinate during the year and with appropriate comments/remarks he will send to his higher authority (Review Authority) for final evaluation. The purpose of PA is not only to evaluate the performance of an employee, but also inform him areas where he is lacking, where he is doing well, where he can improve, etc. It provides a feedback as to how others view and evaluate his performance. It thus helps the management to know the performance of an employee, how well he is progressing and what are the areas which requires improvement. It helps the employee also because he comes to know where he is weak and how he can improve his performance further.
You can talk to a branch manager of a bank through a letter of you company and if possible, get a copy of the proforma of the P.A.But whether a bank will give it, I have my own doubts. A lot of thinking and deliberation and discussion would have gone into the preparation of a comprehensive P.A. Over the years they have standardized the P.A. It is a useful management tool.
Now-a-days 360 degree performance appraisal has come, but I do not know how man companies have implemented this.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
I will tell how it is normally done in banks. This is an annual exercise, where every officer is required to fill up the proforma of Performance Appraisal highlighting his achievements during the year and submit it to his higher authority(Reporting Authority) within a specified date. The Reporting authority will review the performance of his subordinate in the light of his submission and his own observation/assessment of the work done by his sub-ordinate during the year and with appropriate comments/remarks he will send to his higher authority (Review Authority) for final evaluation. The purpose of PA is not only to evaluate the performance of an employee, but also inform him areas where he is lacking, where he is doing well, where he can improve, etc. It provides a feedback as to how others view and evaluate his performance. It thus helps the management to know the performance of an employee, how well he is progressing and what are the areas which requires improvement. It helps the employee also because he comes to know where he is weak and how he can improve his performance further.
You can talk to a branch manager of a bank through a letter of you company and if possible, get a copy of the proforma of the P.A.But whether a bank will give it, I have my own doubts. A lot of thinking and deliberation and discussion would have gone into the preparation of a comprehensive P.A. Over the years they have standardized the P.A. It is a useful management tool.
Now-a-days 360 degree performance appraisal has come, but I do not know how man companies have implemented this.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
Dear Subramanyam,
I thank you for initiating the discussion.
i felt a good clarity.
Please tell me while drafting the format for appraisal do they draft self appraisal and appraisal carried by superior individually.
if yes how both will be framed for final out put. Or
can i say self appraisal will be done just to check the how much employees are aware of themself and final opinion spelled by superior.
Please give me buzzzzzzzzz..........
From India, Bangalore
I thank you for initiating the discussion.
i felt a good clarity.
Please tell me while drafting the format for appraisal do they draft self appraisal and appraisal carried by superior individually.
if yes how both will be framed for final out put. Or
can i say self appraisal will be done just to check the how much employees are aware of themself and final opinion spelled by superior.
Please give me buzzzzzzzzz..........
From India, Bangalore
HI Shanti,
I have seen the format of performance appraisal in a bank where I was working. It consists of a form where the employee will do a self-appraisal highlighting his personal achievements and the contribution he has made to the growth and development of the organization. This will be appraised by the reporting authority who happens to be his immediate boss.Then this will be sent to reviewing authority, whose evaluation will be final. Actually, the reporting authority has to discuss with the employee his shortcomings, if any, and discuss them and provide an opportunity to correct or improve himself in the areas of deficiency. But in 95% of the cases, in most banks, the reporting authority rarely discusses these with the employee, his shortcomings but sends it to his higher authority without discussing these things for final evaluation.The final authority is so busy that he has no time to find out the truth and so he merely accepts what has been evaluated by his junior! Though the system is good, it is misused by many.
One appraisal form contains (3 to 4 pages) scope for self appraisal which will be reviewed by immediate boss and then it will be further evaluated by another higher authority, whose marks are final.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
I have seen the format of performance appraisal in a bank where I was working. It consists of a form where the employee will do a self-appraisal highlighting his personal achievements and the contribution he has made to the growth and development of the organization. This will be appraised by the reporting authority who happens to be his immediate boss.Then this will be sent to reviewing authority, whose evaluation will be final. Actually, the reporting authority has to discuss with the employee his shortcomings, if any, and discuss them and provide an opportunity to correct or improve himself in the areas of deficiency. But in 95% of the cases, in most banks, the reporting authority rarely discusses these with the employee, his shortcomings but sends it to his higher authority without discussing these things for final evaluation.The final authority is so busy that he has no time to find out the truth and so he merely accepts what has been evaluated by his junior! Though the system is good, it is misused by many.
One appraisal form contains (3 to 4 pages) scope for self appraisal which will be reviewed by immediate boss and then it will be further evaluated by another higher authority, whose marks are final.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
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Performance Appraisal Form for Staff.doc