Hi All, May I get a help from you all, and your help is highly appreciated. May I know what are the IT tools that help to facilitate the performance appraisal? Thanks
From Malaysia, Kulai
From Malaysia, Kulai
Hi Ali,
to measure performance appraisal these are some tools
Technical Skills:
Job Knowledge, Analyzes Problems, Provide solution for Work Improvement, Employs Tools of the Job Competently.
Follows Proper Safety Procedure. etc
Regards,
Anita
From India, Bangalore
2to measure performance appraisal these are some tools
Technical Skills:
Job Knowledge, Analyzes Problems, Provide solution for Work Improvement, Employs Tools of the Job Competently.
Follows Proper Safety Procedure. etc
Regards,
Anita
From India, Bangalore
Employee Details
Employee Name Review Period
Position Date of joining
Department Review Date
Line Manager
Key Result Areas and their assessment for the assessment period.
Using the 4-point scale below, please assess your performance in the following areas:
Score - Description
1 - Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position. This employee’s performance represents an individual who lacks either ability or will and is clearly not able to satisfy the requirements of the position. A corrective action plan MUST be put into place immediately, as this performance level cannot be tolerated.
2 - Performance at most times was inconsistent and did not always meet standards. At other times performance was successful, consistent and respectable.
2.5 - Performance at times was inconsistent and did not meet standards. At other times performance was successful, consistent and respectable.
3 - Performance was successful, consistent, and respectable in every regard with few exceptions. The expectations and the requirements of the position were clearly met. Employee is performing with minimal variations above and below.
3.5 - Performance was at most times clearly superior and exceeding standards. At other times, performance was successful, consistent and respectable.
4 - Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
Key Result Areas / Primary Objectives Weightage (%) Actual Achievement – cite examples (Self) Manager comments Rating
KRA 1 Project/Function Delivery
A.1 Adherence to schedule
A.2 Quality of deliverable
KRA 2 Process orientation
A.1 Adherence to processes
A.2 Process improvement suggestions
KRA 3 Organization Development
Note :
KRA 1 and 2 are mandatory for everybody. KRA 3 is mandatory for team leads and above. Fore developers, KRA 1’s weightage should be 90%
A.1, A.2 and A.3 are activities broken down for each KRA. Keep a maximum of 5 KRA’s.
Project Summary (Employee to fill up this table).
Project Name Role Duration (From – To) Project Manager Project Rating
Project performance rating
Project Performance Rating
(This does not have to be the average rating) Rating
Using the 4 point scale below, fill up the following table :
4 - Exceeds expectations 3.5 Somewhat Exceeds Expectations 3 - Meets expectations 2.5 – Somewhat meets expectations 2 - Less than expectations 1.5 – Somewhat less than expectations 1 - Inadequately short of expectations 4
Core Values and Leadership Skills
Core Values And Leadership Skills Give examples and instances to demonstrate the values/skills (Self ) Manager comments Rating
1. Results Orientation [e.g. quality of delivery]
2. Customer Focus – internal as well as external
3. *Leadership Qualities [ e.g.initiative , integrity, enthusiasm and zeal, instilling trust, stretching the goals, caring and sharing , interested in people development }
4. *Problem Solving
5. *Team work
6. Self-confidence [e.g. .taking on new responsibility, confronting and dealing with issues and problems with confidence, risk taking ability ]
7. Professional Demeanor and Appearance
8. Openness to Feedback and Suggestions
9. *Organizational alignment [e.g. corporate initiative, acceptance of change]
10. *Communication [ e.g. Written and verbal communication, presentation skills, facilitation skills]
11. Time management
12. Reliability
Note :
- The “*” sign denotes that these qualities are desirable for all but mandatory for team leads and above
- If the rating is 1 or 4 , the manager should substantiate the rating in detail in his comments
Core Values and Leadership Skills Rating
Core Values and Leadership Rating
(This does not have to be the average rating) Rating
Self-Appraisal
a) Describe your Key Strength Areas (not more than 3) :
b) Describe your Key Improvement Areas(not more than 3) :
c) In what ways do you believe that your managers (PM and LM) could help to improve your performance and professional growth for future assignments:
d) What are the new responsibilities that you feel you are capable of taking up in the next 12 months ?
Manager's Appraisal
a) Summarization of the appraisal :
b) Describe the associates Key Strength Areas :
d) Describe the associates Key Improvement Areas :
e) Describe the associates Key Result Areas for the next review period :
Key Result Area / Primary Objectives Relative Weightage (%)
KRA 1 Project/Function Delivery
A.1 Delivery Quality
A.2 Functional knowledge
A.3 Work planning
KRA 2 Quality
A.1 Process Improvement Suggestions
KRA 3 Self Development
A.1 Effective communication
A.2 Initiative
A.3 Functional knowledge
KRA 4 Company initiatives
A.1 Conducting trainings, knowledge circle etc
A.2Mentoring
A.1, A.2 and A.3 are activities broken down for each KRA. Keep a maximum of 5 KRA’s.
Upon completion of Self-Appraisal Section
Employee Signature
Date
Upon completion of Manager's Ratings and Comments
Name of Manager Designation
Signature Date
Associate’s comments on the overall appraisal
Appraisal acceptable to Employee Yes / No Date
Signature
HR Manager’s Signature Comments, if any
New Title (if applicable) Date
this is the format of a form...........see if this helps u in anyway!!i dint understand what u mean by IT tools!!
From India, Khopoli
Employee Name Review Period
Position Date of joining
Department Review Date
Line Manager
Key Result Areas and their assessment for the assessment period.
Using the 4-point scale below, please assess your performance in the following areas:
Score - Description
1 - Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position. This employee’s performance represents an individual who lacks either ability or will and is clearly not able to satisfy the requirements of the position. A corrective action plan MUST be put into place immediately, as this performance level cannot be tolerated.
2 - Performance at most times was inconsistent and did not always meet standards. At other times performance was successful, consistent and respectable.
2.5 - Performance at times was inconsistent and did not meet standards. At other times performance was successful, consistent and respectable.
3 - Performance was successful, consistent, and respectable in every regard with few exceptions. The expectations and the requirements of the position were clearly met. Employee is performing with minimal variations above and below.
3.5 - Performance was at most times clearly superior and exceeding standards. At other times, performance was successful, consistent and respectable.
4 - Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
Key Result Areas / Primary Objectives Weightage (%) Actual Achievement – cite examples (Self) Manager comments Rating
KRA 1 Project/Function Delivery
A.1 Adherence to schedule
A.2 Quality of deliverable
KRA 2 Process orientation
A.1 Adherence to processes
A.2 Process improvement suggestions
KRA 3 Organization Development
Note :
KRA 1 and 2 are mandatory for everybody. KRA 3 is mandatory for team leads and above. Fore developers, KRA 1’s weightage should be 90%
A.1, A.2 and A.3 are activities broken down for each KRA. Keep a maximum of 5 KRA’s.
Project Summary (Employee to fill up this table).
Project Name Role Duration (From – To) Project Manager Project Rating
Project performance rating
Project Performance Rating
(This does not have to be the average rating) Rating
Using the 4 point scale below, fill up the following table :
4 - Exceeds expectations 3.5 Somewhat Exceeds Expectations 3 - Meets expectations 2.5 – Somewhat meets expectations 2 - Less than expectations 1.5 – Somewhat less than expectations 1 - Inadequately short of expectations 4
Core Values and Leadership Skills
Core Values And Leadership Skills Give examples and instances to demonstrate the values/skills (Self ) Manager comments Rating
1. Results Orientation [e.g. quality of delivery]
2. Customer Focus – internal as well as external
3. *Leadership Qualities [ e.g.initiative , integrity, enthusiasm and zeal, instilling trust, stretching the goals, caring and sharing , interested in people development }
4. *Problem Solving
5. *Team work
6. Self-confidence [e.g. .taking on new responsibility, confronting and dealing with issues and problems with confidence, risk taking ability ]
7. Professional Demeanor and Appearance
8. Openness to Feedback and Suggestions
9. *Organizational alignment [e.g. corporate initiative, acceptance of change]
10. *Communication [ e.g. Written and verbal communication, presentation skills, facilitation skills]
11. Time management
12. Reliability
Note :
- The “*” sign denotes that these qualities are desirable for all but mandatory for team leads and above
- If the rating is 1 or 4 , the manager should substantiate the rating in detail in his comments
Core Values and Leadership Skills Rating
Core Values and Leadership Rating
(This does not have to be the average rating) Rating
Self-Appraisal
a) Describe your Key Strength Areas (not more than 3) :
b) Describe your Key Improvement Areas(not more than 3) :
c) In what ways do you believe that your managers (PM and LM) could help to improve your performance and professional growth for future assignments:
d) What are the new responsibilities that you feel you are capable of taking up in the next 12 months ?
Manager's Appraisal
a) Summarization of the appraisal :
b) Describe the associates Key Strength Areas :
d) Describe the associates Key Improvement Areas :
e) Describe the associates Key Result Areas for the next review period :
Key Result Area / Primary Objectives Relative Weightage (%)
KRA 1 Project/Function Delivery
A.1 Delivery Quality
A.2 Functional knowledge
A.3 Work planning
KRA 2 Quality
A.1 Process Improvement Suggestions
KRA 3 Self Development
A.1 Effective communication
A.2 Initiative
A.3 Functional knowledge
KRA 4 Company initiatives
A.1 Conducting trainings, knowledge circle etc
A.2Mentoring
A.1, A.2 and A.3 are activities broken down for each KRA. Keep a maximum of 5 KRA’s.
Upon completion of Self-Appraisal Section
Employee Signature
Date
Upon completion of Manager's Ratings and Comments
Name of Manager Designation
Signature Date
Associate’s comments on the overall appraisal
Appraisal acceptable to Employee Yes / No Date
Signature
HR Manager’s Signature Comments, if any
New Title (if applicable) Date
this is the format of a form...........see if this helps u in anyway!!i dint understand what u mean by IT tools!!
From India, Khopoli
Hi Dear,
Again thanks for your quick replay, dude you have explained the performance appraisal methods, now my question what are the information technology technique used to facilitate the performance appraisal process (methods).
Example of this:
Timing attendance system: To evaluate the performance in the organization. Since we can use it as a technology to evaluate the performance.
I hope you understand what I mean by IT tools in facilitating the performance appraisal.
Dear I do need your help.
Thanks
Ali,
From Malaysia, Kulai
Again thanks for your quick replay, dude you have explained the performance appraisal methods, now my question what are the information technology technique used to facilitate the performance appraisal process (methods).
Example of this:
Timing attendance system: To evaluate the performance in the organization. Since we can use it as a technology to evaluate the performance.
I hope you understand what I mean by IT tools in facilitating the performance appraisal.
Dear I do need your help.
Thanks
Ali,
From Malaysia, Kulai
hi all, i need effective performance management system tools for workers on shop floor. plz guide me a process or any other inputs for effective results
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Perfomance appraisal-270.x ls
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