Hi, Can some one help me out with names for performance appraisal process
From India, Hyderabad
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2From India, Hyderabad
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Hi Tanuja,
As per my knowledge, PA is a 3-step process:
1. Setting work standards.
2. Assessing actual performance relative to standards.
3. Providing feedback to employees regarding PA.
Hope this is what you're looking for. Have a nice day.
From India, Pune
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As per my knowledge, PA is a 3-step process:
1. Setting work standards.
2. Assessing actual performance relative to standards.
3. Providing feedback to employees regarding PA.
Hope this is what you're looking for. Have a nice day.
From India, Pune
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Hi Tanuja,
As per me, the performance appraisal (PA) will contain the following steps:
1. KPI/KRA 60% (Task Vs Achievements)
Include: Quality and Quantity of work along with tasks.
2. Behaviour 20% (Leadership, Team Player, Business/Customer Focus, Planning and Analysis, Energy, etc.)
3. Integrity Parameters/Compliance 10% (Business ethics/Law of the land/value of one's word along with attendance record).
Hope this will help.
Regards,
Kapil Kotwal
From India, Gurgaon
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As per me, the performance appraisal (PA) will contain the following steps:
1. KPI/KRA 60% (Task Vs Achievements)
Include: Quality and Quantity of work along with tasks.
2. Behaviour 20% (Leadership, Team Player, Business/Customer Focus, Planning and Analysis, Energy, etc.)
3. Integrity Parameters/Compliance 10% (Business ethics/Law of the land/value of one's word along with attendance record).
Hope this will help.
Regards,
Kapil Kotwal
From India, Gurgaon
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Hi thanks for your response. But i just want to name performance appraisal process which is already existing in the system like PRIDE - Performance Review for Improvement & Development of Employees
From India, Hyderabad
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From India, Hyderabad
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Ok...
JOB PERFORMANCE APPRAISAL
APPRAISAL FOR EMPOWERMENT
TRADITIONAL PERFORMANCE APPRAISAL
Performance and Development Appraisal
ANNUAL PERFORMANCE REVIEW
PERFORMANCE EVALUATION
Performance Review Authority (PRA)
etc....
Regards, Kapil Kotwal
From India, Gurgaon
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JOB PERFORMANCE APPRAISAL
APPRAISAL FOR EMPOWERMENT
TRADITIONAL PERFORMANCE APPRAISAL
Performance and Development Appraisal
ANNUAL PERFORMANCE REVIEW
PERFORMANCE EVALUATION
Performance Review Authority (PRA)
etc....
Regards, Kapil Kotwal
From India, Gurgaon
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Hi,
How are you? We are providing social compliance services for social/ethical/HR/legal. Please visit [Global Overseas - Home](http://www.globaloverseas.in) for compliance audit, ISO certification, BFSI audit, export, gem, jewellery, and chemical industry services.
Best Regards,
Sajid Ansari
9899775578 / 09958404503
011-22450753
From India, Delhi
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How are you? We are providing social compliance services for social/ethical/HR/legal. Please visit [Global Overseas - Home](http://www.globaloverseas.in) for compliance audit, ISO certification, BFSI audit, export, gem, jewellery, and chemical industry services.
Best Regards,
Sajid Ansari
9899775578 / 09958404503
011-22450753
From India, Delhi
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Hi Tanuja,
We have a different set of Performance Appraisal methods as follows:
1. MBO: Management by Objectives.
2. 180 & 360 Degree appraisal system.
3. BOS: Behavioral Observation Scale.
4. Behaviorally Anchored Rating Scale.
We also have other methods like Linear performance evaluation and appraisals.
Regards,
Shiv
From India, Bangalore
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We have a different set of Performance Appraisal methods as follows:
1. MBO: Management by Objectives.
2. 180 & 360 Degree appraisal system.
3. BOS: Behavioral Observation Scale.
4. Behaviorally Anchored Rating Scale.
We also have other methods like Linear performance evaluation and appraisals.
Regards,
Shiv
From India, Bangalore
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Tanuja,
Rather than asking the people at CiteHR, why don't you institute a small prize and ask your employees to suggest? This will help you engage the employees and make them feel wanted too.
Simhan
From United Kingdom
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Rather than asking the people at CiteHR, why don't you institute a small prize and ask your employees to suggest? This will help you engage the employees and make them feel wanted too.
Simhan
From United Kingdom
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Hi Tanuja,
I christened our PA system as PRAGATI that stood for Performance Review And Goal Achievement Through Improvement of self. The key to such a naming process is to jot down maximum words (in any language) related to performance, positive attitude, growth, motivation, etc., and then make them as acronyms. Let me know if you find something before I suggest you a couple of acronyms. I would like you to try first.
Prashant
From India, Delhi
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I christened our PA system as PRAGATI that stood for Performance Review And Goal Achievement Through Improvement of self. The key to such a naming process is to jot down maximum words (in any language) related to performance, positive attitude, growth, motivation, etc., and then make them as acronyms. Let me know if you find something before I suggest you a couple of acronyms. I would like you to try first.
Prashant
From India, Delhi
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Hi, I am doing a project work on performance appraisal system which is most effective in todays scenario. Can anyone help me to prepare the same?
From India, Lucknow
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From India, Lucknow
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Names of performance appraisal processes:
- Self-appraisal
- MBO (Management by Objectives)
- 360-degree appraisal
- 720-degree appraisal
Process of Performance Appraisal in 5 steps:
1. Define Objectives (KRA)
2. Assess Objectives
3. Give Ratings
4. Employee Development
5. Career Counseling
Regards,
Nisha M.
From India, Pune
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- Self-appraisal
- MBO (Management by Objectives)
- 360-degree appraisal
- 720-degree appraisal
Process of Performance Appraisal in 5 steps:
1. Define Objectives (KRA)
2. Assess Objectives
3. Give Ratings
4. Employee Development
5. Career Counseling
Regards,
Nisha M.
From India, Pune
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Hello Tanuja,
Based on my diversified working experience in a variety of industries around the world and as recommended by internationally recognized consultants (McKinsey, Arthur Little, TM Services), I think you can name your PAP as "Employee Performance Management System," which clearly indicates that this system is intended to deal with employees' performance rather than Corporate Performance (PMS). The choice is yours. Good luck.
Regards,
IRSHAD KHAN
OIL & GAS INDUSTRY
ABU DHABI
From United Arab Emirates, Dubai
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Based on my diversified working experience in a variety of industries around the world and as recommended by internationally recognized consultants (McKinsey, Arthur Little, TM Services), I think you can name your PAP as "Employee Performance Management System," which clearly indicates that this system is intended to deal with employees' performance rather than Corporate Performance (PMS). The choice is yours. Good luck.
Regards,
IRSHAD KHAN
OIL & GAS INDUSTRY
ABU DHABI
From United Arab Emirates, Dubai
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dear Shiv, please let us know about the following PA Process:- 1. BOS: Behavioral Observation Scale 2. Behaviorally Anchored Rating Scale Ritu
From India, Faridabad
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From India, Faridabad
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Performance Appraisal System is a process which uses to evaluate the employee in various area . to get the knowledge of employees into those area. It’s a tool to improved employees weakness.
It can be useful for :
1. Improvement for employee.
2. T o compare employee knowledge V/s his KRA’s.
3. Skill & gape analysis.
4. Training for the employee.
5. To utilize his knowledge for the company.
From India, New Delhi
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It can be useful for :
1. Improvement for employee.
2. T o compare employee knowledge V/s his KRA’s.
3. Skill & gape analysis.
4. Training for the employee.
5. To utilize his knowledge for the company.
From India, New Delhi
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Dear Ritu,
BOS is a typical and complex evaluation system, which is very useful in medication, schools, and training-related organizations. Typically, it is used in large-scale companies to evaluate the top management, such as C-category employees. It can be implemented to evaluate the employees after soft skill training sessions, as it completely deals with behavior. Prepare the questionnaire on behavior, process it through the folks, and evaluate it through the scaling system.
Let me know for more clarifications.
Regards,
Shiv
From India, Bangalore
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BOS is a typical and complex evaluation system, which is very useful in medication, schools, and training-related organizations. Typically, it is used in large-scale companies to evaluate the top management, such as C-category employees. It can be implemented to evaluate the employees after soft skill training sessions, as it completely deals with behavior. Prepare the questionnaire on behavior, process it through the folks, and evaluate it through the scaling system.
Let me know for more clarifications.
Regards,
Shiv
From India, Bangalore
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Below are some of the Performance Appraisal Methods:
- Alternation Ranking Scale
- Paired Comparison Method
- Essay Appraisal
- Forced Distribution Method
- Critical Incident Appraisal
- Checklist Appraisal
- Adjective Rating Scales
- The Forced-Choice Appraisal
- Behaviorally Anchored Rating Scales (BARS)
- 360-degree Appraisal
Regards,
Tariq
From Pakistan, Bhimber
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- Alternation Ranking Scale
- Paired Comparison Method
- Essay Appraisal
- Forced Distribution Method
- Critical Incident Appraisal
- Checklist Appraisal
- Adjective Rating Scales
- The Forced-Choice Appraisal
- Behaviorally Anchored Rating Scales (BARS)
- 360-degree Appraisal
Regards,
Tariq
From Pakistan, Bhimber
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Hello everyone,
I am doing a project on the performance management system in an EPC (Energy, Power, and Construction) company, where I need to measure the effectiveness of the performance management process. To achieve this, I need to create a questionnaire. I have already drafted one, but I am not sure if it is effective. Could you please assist me in enhancing it? Alternatively, if anyone has a sample questionnaire, kindly share it.
Thank you.
From India, New Delhi
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I am doing a project on the performance management system in an EPC (Energy, Power, and Construction) company, where I need to measure the effectiveness of the performance management process. To achieve this, I need to create a questionnaire. I have already drafted one, but I am not sure if it is effective. Could you please assist me in enhancing it? Alternatively, if anyone has a sample questionnaire, kindly share it.
Thank you.
From India, New Delhi
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Hi Tanuja,
I'm sure you will find it really helpful to go through the latest cover story in The Human Factor, which talks about performance appraisal as a process and has interviews from a large number of industry people on the process itself. I am attaching the files here for you - hope it helps!
Regards,
Aditi Sharma
From India, Ahmadabad
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I'm sure you will find it really helpful to go through the latest cover story in The Human Factor, which talks about performance appraisal as a process and has interviews from a large number of industry people on the process itself. I am attaching the files here for you - hope it helps!
Regards,
Aditi Sharma
From India, Ahmadabad
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Hi Tanuja,
I am just mentioning different techniques through which performance appraisal can be measured: Graphic Rating Scale method, alternation ranking method, paired comparison, forced distribution, annual confidence report, critical incident method, narrative forms, Behaviorally Anchored Rating Scales (BARS), MBO, computerized and web-based performance appraisal, and a merger of the above-mentioned methods. I hope the above-mentioned information proves to be useful. All the best.
- Tirtha
From India, Ahmadabad
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I am just mentioning different techniques through which performance appraisal can be measured: Graphic Rating Scale method, alternation ranking method, paired comparison, forced distribution, annual confidence report, critical incident method, narrative forms, Behaviorally Anchored Rating Scales (BARS), MBO, computerized and web-based performance appraisal, and a merger of the above-mentioned methods. I hope the above-mentioned information proves to be useful. All the best.
- Tirtha
From India, Ahmadabad
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Dear Tea, Thanks a ton. In most of the organisation, the best method of PA is Task VS Achievement, his attitude towards the organisation and job and finally the quality he possess. REgards. Pranab
From India, Mumbai
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From India, Mumbai
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Dear All,
Please find attached, which may help me to explain my request. We can easily find all sorts and categories for appraisal sections, but does anybody have the questions that the appraisee has to answer? Please help me to get a list of questions for each sort. It will be a very useful achievement for this website.
Thank you in advance.
Regards,
Assil
From United Arab Emirates, Dubai
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Please find attached, which may help me to explain my request. We can easily find all sorts and categories for appraisal sections, but does anybody have the questions that the appraisee has to answer? Please help me to get a list of questions for each sort. It will be a very useful achievement for this website.
Thank you in advance.
Regards,
Assil
From United Arab Emirates, Dubai
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Performance Appraisal Methods.doc
Methods-of-Perf ormance-Apprais al-2.pdf