Dear HR professionals
I recently joined in a "Digital Marketing" Startup company as A HR Executive.
Am the only person in HR Dept.
Our Organization consist of 50 employees in the production Team
Employees have joined in different months.
So far the hike is done based on their joining dates with out a formal appraisal process.
Kindly suggest me some ideas to implement a fixed appraisal policy and what would be the effective time to do the appraisal?
From India, Chennai
3I recently joined in a "Digital Marketing" Startup company as A HR Executive.
Am the only person in HR Dept.
Our Organization consist of 50 employees in the production Team
Employees have joined in different months.
So far the hike is done based on their joining dates with out a formal appraisal process.
Kindly suggest me some ideas to implement a fixed appraisal policy and what would be the effective time to do the appraisal?
From India, Chennai
Most of the companies are doing appraisal with the help of 360 degrees appraisal method, which you can also suggest to your management, time taken to complete this process would minimum 1 month since you said only 50 employees are working. entities include their attendance, late login's, leaves taken, working culture, etc. will also cover including performance traits.
you can get more information and formats in this website for reference.
From India, Hyderabad
you can get more information and formats in this website for reference.
From India, Hyderabad
Dear Yogapriya,
If your designation is HR Executive, then you are too junior to establish Performance Appraisal (PA) system in your company. Either you need to work under some senior who has worked where PA was well-established or hire external consultant.
For Anonymous: - I did not understand why you felt need to make your anonymous. Why you were scared to publish your name with these simple comments that you would know best. Anyway coming back to your suggestion on establishment of 360 degree appraisal. Well friend, please note that 360 degree performance appraisal is different from 360 degree feedback. Secondly, to establish 360 degree feedback, an organisation needs to be matured one, wherein systems and processes should be not just established but their efficacy should be tested over a period of time. To implement this intervention, a senior is required and not HR Executive.
If a person was not using mobile phone, then he/she may buy directly smart phone without having to go through first-time purchase of feature phone. However, establishment of PA is different. Like smartphone, direct jump cannot be made to the 360 degree appraisal.
Thanks,
Dinesh Divekar
From India, Bangalore
If your designation is HR Executive, then you are too junior to establish Performance Appraisal (PA) system in your company. Either you need to work under some senior who has worked where PA was well-established or hire external consultant.
For Anonymous: - I did not understand why you felt need to make your anonymous. Why you were scared to publish your name with these simple comments that you would know best. Anyway coming back to your suggestion on establishment of 360 degree appraisal. Well friend, please note that 360 degree performance appraisal is different from 360 degree feedback. Secondly, to establish 360 degree feedback, an organisation needs to be matured one, wherein systems and processes should be not just established but their efficacy should be tested over a period of time. To implement this intervention, a senior is required and not HR Executive.
If a person was not using mobile phone, then he/she may buy directly smart phone without having to go through first-time purchase of feature phone. However, establishment of PA is different. Like smartphone, direct jump cannot be made to the 360 degree appraisal.
Thanks,
Dinesh Divekar
From India, Bangalore
Every sales manager and sales supervisor appraises the performance of the salesmen under his charge. It is unfortunate that the importance of organized appraisal is not recognized by many sales executives; some believe in accurate appraisal as it is not possible because of the nature of sales job and good many variables influence his performance; still, there are others who dismiss the idea on the count that such an appraisal is purely subjective and superficial and unsupported by facts and colored by personal whims and fancies of the appraiser.
However, in spite of these problems of judging the salesman’s performance, reliable methods of evaluation can be developed to provide sound appraisal of salesman’s work. The principal methods of evaluating such performance can be of two types namely, qualitative and quantitative.
The qualitative methods are:
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
On the other hand, the quantitative methods are:
1. Analysis of sales records and reports.
2. Comparison of salesman’s performance with quota.
3. Ratio analysis.
4. Profit and loss statement.
From India
However, in spite of these problems of judging the salesman’s performance, reliable methods of evaluation can be developed to provide sound appraisal of salesman’s work. The principal methods of evaluating such performance can be of two types namely, qualitative and quantitative.
The qualitative methods are:
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
On the other hand, the quantitative methods are:
1. Analysis of sales records and reports.
2. Comparison of salesman’s performance with quota.
3. Ratio analysis.
4. Profit and loss statement.
From India
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.
360 Performance Appraisal Format.doc