Hi Pooja
Looks like what you are asking is the whole works. I think it is very hard to compress the entire thing into a post or document so easily. Suffice it to say, I can summarize the key points based on what you have requested as follows:-
1) To determine KPIs you need to look at the core company business targets. Then you can determine what are the activities needed to achieve those targets. For each activity you would need sub-activities or smaller goals which when achieved would ensure that the main goal is achieved. Similarly, you can drill down for each activity and eventually it will add up to the final goal.
2) So the KPIs can be drilled down from the company level to the department level and from there to the individual level. Assign a weightage to each (should total upto 100% max) and then based on the actual results acheived for each KPI, you can then calculate the actual score.
3) You can define a reward scheme based on the KPIs achieved, for e.g. say if the employee achieves 60% of the target, then give him a 5% raise or bonus (depending on your company performance policy and budget constraints). This way, it will ensure that employees are rewarded for actual performance based on the company guidelines. Less room for disupute because if overall company performance is poor, then the drilled down performance results would also be affected as it is summarized upwards.
I hope that answers part of your queries. if you need more details or info, you can mail me at
(or YM at the same id).
Thanks and best rgds
Venkat
From Malaysia, Petaling Jaya
Looks like what you are asking is the whole works. I think it is very hard to compress the entire thing into a post or document so easily. Suffice it to say, I can summarize the key points based on what you have requested as follows:-
1) To determine KPIs you need to look at the core company business targets. Then you can determine what are the activities needed to achieve those targets. For each activity you would need sub-activities or smaller goals which when achieved would ensure that the main goal is achieved. Similarly, you can drill down for each activity and eventually it will add up to the final goal.
2) So the KPIs can be drilled down from the company level to the department level and from there to the individual level. Assign a weightage to each (should total upto 100% max) and then based on the actual results acheived for each KPI, you can then calculate the actual score.
3) You can define a reward scheme based on the KPIs achieved, for e.g. say if the employee achieves 60% of the target, then give him a 5% raise or bonus (depending on your company performance policy and budget constraints). This way, it will ensure that employees are rewarded for actual performance based on the company guidelines. Less room for disupute because if overall company performance is poor, then the drilled down performance results would also be affected as it is summarized upwards.
I hope that answers part of your queries. if you need more details or info, you can mail me at
Thanks and best rgds
Venkat
From Malaysia, Petaling Jaya
hi,
Performnce appraisal format have to be prepared based on the goals, aims and objectives of the Firm, organization, Company, Department etc.It really reflects the actual work done by the Employee in relation to his job chart. The nature of work given to the employee has to be assessed in terms of his work done statements. One Comany's format may not suitable to another company, as the formats have to be designed in such a manner to elicit information on the performance of the employee to rate or rank him with others. As far as general nature concern, here are some important items to be included in the Performance Appraisal Format.
1. Name of the Employee
2. Designation
3. Date from which working
4. Period for which Performance is being appraised
5. Knowledge of the Employee about the Department/Branch/Section
6. Initiative
7. Industriousness
8. Zeal and industry
9. Tact and temper
10. Capacity to take up the work allotted
11. Interest to take up the responsibility
12. Emphass n the concepts, Communicaton and explanation ability
13. Clarity in Communication
14. Self-confidence
15. General application to real wrld situtations.
16. Employees interaction and interest
17. Regularity
18. Reporting
19. Maintenance of Records /Documentation
20. Overall performance.
We can prepare format if the points are taken into consideration
Suri Babu Komakula
From India, Vijayawada
16Performnce appraisal format have to be prepared based on the goals, aims and objectives of the Firm, organization, Company, Department etc.It really reflects the actual work done by the Employee in relation to his job chart. The nature of work given to the employee has to be assessed in terms of his work done statements. One Comany's format may not suitable to another company, as the formats have to be designed in such a manner to elicit information on the performance of the employee to rate or rank him with others. As far as general nature concern, here are some important items to be included in the Performance Appraisal Format.
1. Name of the Employee
2. Designation
3. Date from which working
4. Period for which Performance is being appraised
5. Knowledge of the Employee about the Department/Branch/Section
6. Initiative
7. Industriousness
8. Zeal and industry
9. Tact and temper
10. Capacity to take up the work allotted
11. Interest to take up the responsibility
12. Emphass n the concepts, Communicaton and explanation ability
13. Clarity in Communication
14. Self-confidence
15. General application to real wrld situtations.
16. Employees interaction and interest
17. Regularity
18. Reporting
19. Maintenance of Records /Documentation
20. Overall performance.
We can prepare format if the points are taken into consideration
Suri Babu Komakula
From India, Vijayawada
Hi all, I just join one of software firm in that am doing role of HR Executive plese anyone can tell me how should i maintain Employee CTC Details,Increments rtc.
From India, Mumbai
From India, Mumbai
Hi,
My suggestion would be to conduct a small employee survey with a norm group of 3/4 of your employee strength and get the feedback of introducing a new or a better version of the performance measurement in your company. Well then you can surely go for a appraisal where you employee is appraises by its subordinate and the Manager. To say a 180degree appraisal.
Thanks & regards
Trupita
From India, Pune
My suggestion would be to conduct a small employee survey with a norm group of 3/4 of your employee strength and get the feedback of introducing a new or a better version of the performance measurement in your company. Well then you can surely go for a appraisal where you employee is appraises by its subordinate and the Manager. To say a 180degree appraisal.
Thanks & regards
Trupita
From India, Pune
Dear All, I am Arun-9711420178 , working as a HR Professional, delhi. I need a Performance Appraisal formats related to Sales & Marketing staff. Thanks Arun
From India, New Delhi
From India, New Delhi
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360 Performance Appraisal Format.doc