Hi Friends,
I am working for a startup company. we are into Software services, the headcount of the company is 30. Management is planning to Performance appraisals in this month.
Could you please anyone help me on providing me with the 360 Performance appraisal template for the Software company.
Thanking you all,
Chandra
M: 7799 036036
From India, Hyderabad
I am working for a startup company. we are into Software services, the headcount of the company is 30. Management is planning to Performance appraisals in this month.
Could you please anyone help me on providing me with the 360 Performance appraisal template for the Software company.
Thanking you all,
Chandra
M: 7799 036036
From India, Hyderabad
Dear Chandra,
Introduction of 360 degree appraisal in organisation is no easy task. First check whether your organisation's maturity. 360 degree appraisal is for matured employees.
Have the systems and processes been stabilised in your organisation? Have the objectives been defined for every single department of your company? Have you introduced audit system to check whether all the departments follow their systems and procedures? If yes then what is the deviation percentage? What corrective measures you take to reduce this deviation? Have you identified the competencies for each of every level of employees of your organisation? If yes then how do you measure the gap? If you measure the gap then what steps do you take to reduce this gap?
Your second confusion is on KRAs and KPIs. I do not know what you mean by "I have collected KRA and KPI of all our employees". There is nothing like collection of KRAs and KPIs. What you need to do is to study systems and process of each department and design very customised KPIs. What if your employees did not know how to design the customised measures? In many cases this is what happen
More than 360 degree appraisal, your major concentration should be on measuring what deserves to be measured.
For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Introduction of 360 degree appraisal in organisation is no easy task. First check whether your organisation's maturity. 360 degree appraisal is for matured employees.
Have the systems and processes been stabilised in your organisation? Have the objectives been defined for every single department of your company? Have you introduced audit system to check whether all the departments follow their systems and procedures? If yes then what is the deviation percentage? What corrective measures you take to reduce this deviation? Have you identified the competencies for each of every level of employees of your organisation? If yes then how do you measure the gap? If you measure the gap then what steps do you take to reduce this gap?
Your second confusion is on KRAs and KPIs. I do not know what you mean by "I have collected KRA and KPI of all our employees". There is nothing like collection of KRAs and KPIs. What you need to do is to study systems and process of each department and design very customised KPIs. What if your employees did not know how to design the customised measures? In many cases this is what happen
More than 360 degree appraisal, your major concentration should be on measuring what deserves to be measured.
For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
Unforrunately, many people think that KRAs and KPIs are freely available in internet; so download and distribute. These are customised based on the business parameters, business processes, annual goals, targets, nature of business, nature of cultures and sub-cultures of various business units. There is no one-size-fits all process, unfortunately.
Recently myself and my HR partner stayed for a month in Doha, Qatar for a Logistics firm and customised the entire PMS process first. Each department was trained to focus on KRAs and KPIs... The entire process was totally new to them. We spent a great deal of time in educating the people right from the basics of Performance Management System and how it gets dove-tailed into business. We also developed business strategy for them by creating committee of HODs and strategic business committee to supervise the HOD committee. The result was phenomenal !
From India
Recently myself and my HR partner stayed for a month in Doha, Qatar for a Logistics firm and customised the entire PMS process first. Each department was trained to focus on KRAs and KPIs... The entire process was totally new to them. We spent a great deal of time in educating the people right from the basics of Performance Management System and how it gets dove-tailed into business. We also developed business strategy for them by creating committee of HODs and strategic business committee to supervise the HOD committee. The result was phenomenal !
From India
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