Dear all, i am working in a mid sized organisation & i am looking for the format or set of procedures to be followed for performance appraisal. S.chockalingam hr & admin
From India, Chennai
4From India, Chennai
Dear friend
what ever the appraisal format you adopt that suits your organaizational requirement, I'd like to suggest that its implementation should be transparent. The views of the employees are to be considered in true spirit, 360 degrees feed back method is to be followed. Democracy work at is more important.Acceptability of employees is more important. That creates more involvement of employees. Otherwise it could be Frankestein, counter productive...
regards
Satya tulasi
From India, Visakhapatnam
what ever the appraisal format you adopt that suits your organaizational requirement, I'd like to suggest that its implementation should be transparent. The views of the employees are to be considered in true spirit, 360 degrees feed back method is to be followed. Democracy work at is more important.Acceptability of employees is more important. That creates more involvement of employees. Otherwise it could be Frankestein, counter productive...
regards
Satya tulasi
From India, Visakhapatnam
Dear Friend,
Format whaterver you use, But while setting the goals % should be very clear on each goal... Once the apprisal year compleets you have one by one dicussion with employee reporting boss. This discussion shoould be in th epresence of HR.
While doing the apprisal gaols should be mesauarable on pure performance base.
From India
Format whaterver you use, But while setting the goals % should be very clear on each goal... Once the apprisal year compleets you have one by one dicussion with employee reporting boss. This discussion shoould be in th epresence of HR.
While doing the apprisal gaols should be mesauarable on pure performance base.
From India
Dear friends
In the appraisal there should be Key Performance Indicators which are in other words goals and targets. I feel there should provision for quarterly reviews of performance and any suggestion and adverse comments are to recorded and communicated to employee.
regards
satyatulasi
From India, Visakhapatnam
In the appraisal there should be Key Performance Indicators which are in other words goals and targets. I feel there should provision for quarterly reviews of performance and any suggestion and adverse comments are to recorded and communicated to employee.
regards
satyatulasi
From India, Visakhapatnam
There are 5 aspects as under to be considered while managing performance appraisal of employees:
1. Purpose of Appraisal (Promotions/ Increments/ Training & Development of employee) & the period covered (Calender year/ Financial year/ Half yearly/ Quarterly etc..)
2. Appraisal Form (Common to all employees/ different forms for Senior, Mid-level & junior employees). Whether Goal - based/ Competency - based/ Both competencies & Goal - based appraisal.
3. Work Flow (ie, Reporting Channels: Employee initiated/ Manager initiated; single level/ multiple reporting channels)
4. Data Analysis & outputs required after completion of Appraisal cycle.
5. Method of initiation, status check, timely completion and procedure for resolution of hold-ups.
If you like, you may visit the Blog on 'EmpXtrack' website to read various articles connected with appraisal. In case you don't have any practices existing in your organization to do performance appraisals, you can use the default system of EmpXtrack and introduce changes as the need is visualized (based on experience).
In case you need further help, you can conveniently get in touch with the EmpXtrack team.
From India, Delhi
1. Purpose of Appraisal (Promotions/ Increments/ Training & Development of employee) & the period covered (Calender year/ Financial year/ Half yearly/ Quarterly etc..)
2. Appraisal Form (Common to all employees/ different forms for Senior, Mid-level & junior employees). Whether Goal - based/ Competency - based/ Both competencies & Goal - based appraisal.
3. Work Flow (ie, Reporting Channels: Employee initiated/ Manager initiated; single level/ multiple reporting channels)
4. Data Analysis & outputs required after completion of Appraisal cycle.
5. Method of initiation, status check, timely completion and procedure for resolution of hold-ups.
If you like, you may visit the Blog on 'EmpXtrack' website to read various articles connected with appraisal. In case you don't have any practices existing in your organization to do performance appraisals, you can use the default system of EmpXtrack and introduce changes as the need is visualized (based on experience).
In case you need further help, you can conveniently get in touch with the EmpXtrack team.
From India, Delhi
Performance Appraisal is only one of the component of the total performance management system. I have spent years in this are in different types of businesses. Other important elements are Role Clarity, Performance Planning and Performance Monitoring. Also Performance appraisal should be development oriented and not just focused on increments and promotions. More in person if you are interested....
From United States, Powell
From United States, Powell
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Performance Appraisal Form for Staff.doc