Hi all,
My name is Sridhar, my company is given a task to collect 25-30 questions on performance appraisal. Can someone help me sending the questions to ask the staff.
This is would really help. Like to have all your support on this.
Please share on
sridharb.hr@gmail.com
From India, Hyderabad
1My name is Sridhar, my company is given a task to collect 25-30 questions on performance appraisal. Can someone help me sending the questions to ask the staff.
This is would really help. Like to have all your support on this.
Please share on
sridharb.hr@gmail.com
From India, Hyderabad
Dear B Sridhar Rao,
There appear to be serious misgivings on the concept of Performance Appraisal (PA). PA is a part of large part of PMS. PA is conducted in order to measure quantum of work done by the employee. PA cycle could be quarterly, half-yearly or yearly. At the beginning of PA cycle, employee is given KRA sheet. This is official communication on the quantum of work that he/she is expected to complete. At the end of the PA cycle, measurement of work is done.
However, from your post, one gets a feeling that PA is sort of organisational survey? Why you want to ask questions to your employees on PA? Rather than asking questions on PA, what you need to do is to train your managers on "How to Conduct Performance Appraisal". Training is necessary because PA is very powerful organisational development tool. However, if mishandled, then it leads to disgruntlement and further demotivation also. This in turn leads to attrition. For the effective training on PA, first you need to have Policy on PA well in place. Training is conducted on how to implement this policy.
You can ask questions only to those who have complete subject knowledge. Are the employees formally trained on the concept of PA? If they have insufficient knowledge then they will give replies based on their perceptions. This will create more confusion than a proper system.
I provide consulting services to establish comprehensive Performance Management System (PMS). I have been giving my replies on PA or PMS. Related to your query is my following reply:
https://www.citehr.com/513953-reg-pe...ml#post2196603
In the above link, you will get further several links. I recommend you going through these links patiently. This will bring clarity on the subject.
All the best!
Dinesh Divekar
From India, Bangalore
There appear to be serious misgivings on the concept of Performance Appraisal (PA). PA is a part of large part of PMS. PA is conducted in order to measure quantum of work done by the employee. PA cycle could be quarterly, half-yearly or yearly. At the beginning of PA cycle, employee is given KRA sheet. This is official communication on the quantum of work that he/she is expected to complete. At the end of the PA cycle, measurement of work is done.
However, from your post, one gets a feeling that PA is sort of organisational survey? Why you want to ask questions to your employees on PA? Rather than asking questions on PA, what you need to do is to train your managers on "How to Conduct Performance Appraisal". Training is necessary because PA is very powerful organisational development tool. However, if mishandled, then it leads to disgruntlement and further demotivation also. This in turn leads to attrition. For the effective training on PA, first you need to have Policy on PA well in place. Training is conducted on how to implement this policy.
You can ask questions only to those who have complete subject knowledge. Are the employees formally trained on the concept of PA? If they have insufficient knowledge then they will give replies based on their perceptions. This will create more confusion than a proper system.
I provide consulting services to establish comprehensive Performance Management System (PMS). I have been giving my replies on PA or PMS. Related to your query is my following reply:
https://www.citehr.com/513953-reg-pe...ml#post2196603
In the above link, you will get further several links. I recommend you going through these links patiently. This will bring clarity on the subject.
All the best!
Dinesh Divekar
From India, Bangalore
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TEACHER PERFORMANCE APPRISAL SYSTEM.zip
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