Dear all,
i am new in this field. My boss want me to make non performance policy which include if any employee will not achieved his/her target that much % is deducted from his/her salary.
I am confused
Is it correct to implement this type of policy?
Hope for your reply
Thanks
pushkar
:x:x:x
From India, Ahmadabad
i am new in this field. My boss want me to make non performance policy which include if any employee will not achieved his/her target that much % is deducted from his/her salary.
I am confused
Is it correct to implement this type of policy?
Hope for your reply
Thanks
pushkar
:x:x:x
From India, Ahmadabad
can anybody guide me how to design a performance appraisal form of an ad agency. will be based only on company values and objectives, not on job description.
From Bangladesh
1From Bangladesh
Dear All,
I would be grateful to you if you can provide me any Leave Policy of a Company.Kindly clear how many casual leaves and sick leaves are allowed to an employee.What are the rules to apply for these leaves.
As well as I want a holiday list for the coming 2009 year.
I am waiting for your reply friends.
Thanks
Mousumi
From India, New Delhi
I would be grateful to you if you can provide me any Leave Policy of a Company.Kindly clear how many casual leaves and sick leaves are allowed to an employee.What are the rules to apply for these leaves.
As well as I want a holiday list for the coming 2009 year.
I am waiting for your reply friends.
Thanks
Mousumi
From India, New Delhi
I believe every organization has its own needs and these needs differ due to the set of professionals employed with the organization.
I would suggest not to use any of the sourced PMS form immidiately. It is good to have couple of the formats and then study them thouroughly along with the need of organization.
A PMS form will also depends on the level of maturity of the employees to understand the PMS process.
So would suggest first study your organization need, the undestanding of the employees with performance appraisal process and then choose the one which suits your needs.
Good Luck :)
Regards,
Anshul Saxena
From India, Delhi
I would suggest not to use any of the sourced PMS form immidiately. It is good to have couple of the formats and then study them thouroughly along with the need of organization.
A PMS form will also depends on the level of maturity of the employees to understand the PMS process.
So would suggest first study your organization need, the undestanding of the employees with performance appraisal process and then choose the one which suits your needs.
Good Luck :)
Regards,
Anshul Saxena
From India, Delhi
s even i want to know how to compute performance appraisal. i am developing a software and i need to know this it ll be helpful for me. thank yuo in advance
From India, Madras
From India, Madras
plz provide me the same..................
my email id
i need the performance appraisal form, plz........i m working with auto mobile industry.........were we have servise and sales sections........
thanks
From India, Mangaluru
my email id
i need the performance appraisal form, plz........i m working with auto mobile industry.........were we have servise and sales sections........
thanks
From India, Mangaluru
Dear Mr Kumar, Please forward me a copy of the Marketing daily report format, regards Madhu
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi Neha, Thanks for this so nicely drafted appraisal form covering all aspects of the appraisal. Is it prepared by you/your company, or taken from somewhere else? - Jaswant
From India, Delhi
From India, Delhi
Dear sir/madam
Greetings!!
In order to assess performance of the individual, the roles need to be clearly marked out. In the organization that you are working in, I am sure that you may have a detailed role directory. Keeping this role directory in mind, you may design department specific forms or a detailed generic form that can be moulded to different departments. Also, Suresh has already provided an excellent suggestion by mentioning the steps that you may need to take. The main components of any good appraisal form are as follows:
1. Details of the name, department, designation and date of joining.
2. KPAs/KRAs
3. Key Activities
4. Key performance Indiciators
5. Space for feedback on the six-monthly performance review discussion
6. Space for writing feedback on the yearly performance review discussion
7. Space for providing ratings
8. A separate page for tracking monthly performance (this is specially for sales)
9. A short write-up on the method of assessing candidates and a clearly defined rating scale
Depending on the maturity and level of the persons for whom appraisals are to be conducted, you may or may not keep a provision for self-appraisal.
In order to get a greater insight into PMS, please read the book on PMS by Prof. T V Rao. It not only provides an in-depth detail on the theory of PMS, it also provides a lot of clarity on how a good PMS can provide wonderful benefits for the organization.
Please feel free to write to me
for any further clarifications
Warm regards
Avinash
From India, Bangalore
Greetings!!
In order to assess performance of the individual, the roles need to be clearly marked out. In the organization that you are working in, I am sure that you may have a detailed role directory. Keeping this role directory in mind, you may design department specific forms or a detailed generic form that can be moulded to different departments. Also, Suresh has already provided an excellent suggestion by mentioning the steps that you may need to take. The main components of any good appraisal form are as follows:
1. Details of the name, department, designation and date of joining.
2. KPAs/KRAs
3. Key Activities
4. Key performance Indiciators
5. Space for feedback on the six-monthly performance review discussion
6. Space for writing feedback on the yearly performance review discussion
7. Space for providing ratings
8. A separate page for tracking monthly performance (this is specially for sales)
9. A short write-up on the method of assessing candidates and a clearly defined rating scale
Depending on the maturity and level of the persons for whom appraisals are to be conducted, you may or may not keep a provision for self-appraisal.
In order to get a greater insight into PMS, please read the book on PMS by Prof. T V Rao. It not only provides an in-depth detail on the theory of PMS, it also provides a lot of clarity on how a good PMS can provide wonderful benefits for the organization.
Please feel free to write to me
Warm regards
Avinash
From India, Bangalore
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