Hi All,
Can anyone tell me which method of Performance appraisal would be better / compatiable for a company of 60 people.
I would like to know brief about all the Performance Appraisal methods !
if anybody has knowledge on that , then kindly share with me.
Regards,
Mitu Srivastav
From India, Delhi
Can anyone tell me which method of Performance appraisal would be better / compatiable for a company of 60 people.
I would like to know brief about all the Performance Appraisal methods !
if anybody has knowledge on that , then kindly share with me.
Regards,
Mitu Srivastav
From India, Delhi
Go for 360 Degree appraisal. as the organisation is not so big, you cna do it properly.
for more info about PA go to internet site and find out in the site www.cipd.co.uk.
From India
1for more info about PA go to internet site and find out in the site www.cipd.co.uk.
From India
Hi everybody,
360 Appraisal has its own side effects the reason for this being that an organization should be mature enough to take the negative feedback. This could erupt various sensitive issues. 360 can certainly not replace performance appraisal. For more information visit www.tvrls.com
Regards
Mohit
www.tvrls.com
From India, New Delhi
360 Appraisal has its own side effects the reason for this being that an organization should be mature enough to take the negative feedback. This could erupt various sensitive issues. 360 can certainly not replace performance appraisal. For more information visit www.tvrls.com
Regards
Mohit
www.tvrls.com
From India, New Delhi
360 degree provides feedback on behaviors only and is best suited to larger organizations where it’s difficult to just sit around a table to discuss. Performance appraisals also need to appraise accomplishment of goals. The level of complexity, formality and needs for software systems will vary widely from company to company. For smaller companies, generally speaking, the system would typically be more informal, less complex and more based on discussion than filling out forms.
There are other major issues involved, such as the degree of anonymity in giving feedback and the method of debrief. Factors for consideration here are the prior levels of trust and openness in the organization.
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
There are other major issues involved, such as the degree of anonymity in giving feedback and the method of debrief. Factors for consideration here are the prior levels of trust and openness in the organization.
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
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 Appraisal Form for Staff.doc