Dear Seniors,
I am working as an HR excutive in an IT company consisting a strength of 21 poeple. My company has a twice a year performance appraisal system. Recently my MD has asked me to design a new process for performance appraisal, which should be transparent to our employees so as to remove any kind of discripensies between them regarding their appraisal %ge. Also as I am new in this field I want to understand how to calculate a certain %ge of appraisal i.e. on what criterias.
Pls. help me understand what process to follow, why and how also I need some forms and formats for the same.
It will be a great help to me and I'll be very thankfull to you all.
Thanks,
Swati
From India, New Delhi
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6I am working as an HR excutive in an IT company consisting a strength of 21 poeple. My company has a twice a year performance appraisal system. Recently my MD has asked me to design a new process for performance appraisal, which should be transparent to our employees so as to remove any kind of discripensies between them regarding their appraisal %ge. Also as I am new in this field I want to understand how to calculate a certain %ge of appraisal i.e. on what criterias.
Pls. help me understand what process to follow, why and how also I need some forms and formats for the same.
It will be a great help to me and I'll be very thankfull to you all.
Thanks,
Swati
From India, New Delhi
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Hi Swathi,
To start with appraisal process to be transperent, is it that your appraisal system include mid year appraisal and annual appaisal( for salary review)? and if so, do you do as per the date of joining? [Due Dates of Appraisal]
Then what you will have to do is prepare a clear cut off dates of appraisals from the date of joining of employees may be 15 days or 30 day from the due date, considering the fact of process periods of approvals etc.
Then I would like to know what parameters are you considering for appraising your employee, [Do you have KPAs/KRA's System] if not dont worry.
Identify the parameters to be evaluated and then based on the paramenter identify most important pararameters from the same list which would directly influence the job performance.
Define Scaling Methodology, May be 1-5 or 1-10 what ever makes your appraisal evaluations more effecient.
Once Rating Scale has been done-Who will do the Rate: is it only reporting manger who is directly observing the work or both....With detail comments and justifications for both of them ( Appraiser and Appraisee)
Arriving at Arthematic Averages for the ratings and then you can divide 100% into most important parameters that would directly influence the job as per your needs to calculate weighted average to avoid any biased ness in appraisal system.
I am suggesting this few points only for evaluating parameters not in detail subject of Appraisal System-MB0/360 Degrees/Self Appraisal System.
My Suggestion would be simple as your organization is growing, start with simple appraisal systems and process so that you have full control from the day one rather then getting into too much complacited systems, that may not mean much to you....
Relax and start sharing your work with anybody, we will help you design your appraisal as per your needs of organization not copying whats happining in the markets.... Appraisal for me is most religious job, so simple and transperent the better for you and all employees to be satisfied rather then getting confused and confusing other....
Let me know, I would be happy to help you to draft from the scratch....Allways i like you to work independent and get the best of your work...
Gud Luck
From India, Hyderabad
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To start with appraisal process to be transperent, is it that your appraisal system include mid year appraisal and annual appaisal( for salary review)? and if so, do you do as per the date of joining? [Due Dates of Appraisal]
Then what you will have to do is prepare a clear cut off dates of appraisals from the date of joining of employees may be 15 days or 30 day from the due date, considering the fact of process periods of approvals etc.
Then I would like to know what parameters are you considering for appraising your employee, [Do you have KPAs/KRA's System] if not dont worry.
Identify the parameters to be evaluated and then based on the paramenter identify most important pararameters from the same list which would directly influence the job performance.
Define Scaling Methodology, May be 1-5 or 1-10 what ever makes your appraisal evaluations more effecient.
Once Rating Scale has been done-Who will do the Rate: is it only reporting manger who is directly observing the work or both....With detail comments and justifications for both of them ( Appraiser and Appraisee)
Arriving at Arthematic Averages for the ratings and then you can divide 100% into most important parameters that would directly influence the job as per your needs to calculate weighted average to avoid any biased ness in appraisal system.
I am suggesting this few points only for evaluating parameters not in detail subject of Appraisal System-MB0/360 Degrees/Self Appraisal System.
My Suggestion would be simple as your organization is growing, start with simple appraisal systems and process so that you have full control from the day one rather then getting into too much complacited systems, that may not mean much to you....
Relax and start sharing your work with anybody, we will help you design your appraisal as per your needs of organization not copying whats happining in the markets.... Appraisal for me is most religious job, so simple and transperent the better for you and all employees to be satisfied rather then getting confused and confusing other....
Let me know, I would be happy to help you to draft from the scratch....Allways i like you to work independent and get the best of your work...
Gud Luck
From India, Hyderabad
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Hi RK,
Thanks so much for showing interest towards my problem.
Well presently Jan and July are the months in which review takes place. The process tht we are following is:-
1. There are six self asked questions having different %ge associated with them is asked from the employees.
2. After that the project manager gives his individual ranking of the employees.
3. One to one with the MD.
4. Finally being the final approving authority MD decides the appraisal %ge
Also what we want is to adopt a peer-to-peer ranking in this process. Also we want everybody should know that the %ge they got is fair for their duties and behaviour.
Pls. suggest what do u think how we can alter this process and make it more satisfactory and transparent.
Thanks,
Swati
From India, New Delhi
Acknowledge(0)Amend(0)
Thanks so much for showing interest towards my problem.
Well presently Jan and July are the months in which review takes place. The process tht we are following is:-
1. There are six self asked questions having different %ge associated with them is asked from the employees.
2. After that the project manager gives his individual ranking of the employees.
3. One to one with the MD.
4. Finally being the final approving authority MD decides the appraisal %ge
Also what we want is to adopt a peer-to-peer ranking in this process. Also we want everybody should know that the %ge they got is fair for their duties and behaviour.
Pls. suggest what do u think how we can alter this process and make it more satisfactory and transparent.
Thanks,
Swati
From India, New Delhi
Acknowledge(0)Amend(0)
What ever you do, to keep all employees on the same page but for sure we cannot make everybody satisfied in an organization as their needs/wants and expetations are different but all said if you prepare a system wherein everybody accepts your proposal then you have won the battel.
As far as salaries are concerned i believe there should be some rationalization that you need to do within before you propose and the rationalization of salaries should be fair practice, i am sure once you do the same then you will can have right justification for your appraisal% and also people will accept the same.
How do you rationalize salaries-Peer to Peer.
Please create some fair badwidth for your salaries ranges and $ hikes and then one option could be for all positions conduct salary surveys within as per the positions and level of experience and then arrive at industry averages.
once you arrive at industry averages then your bandwidth should explain the reasoning for % hike....if a employees performance meets expetations of job responsibilities then Industry Average, if its more then certain % or if performance falls below then -% hike...if you do that ways and explain things to your employees the reasoning behind rationalization of salaries I am sure every body will agree to your idea and you can keep them happy...
Think in those lines i am sure you will get more ideas of making better impact of %ages and transprency...please let me know the updates of ur progress, i am excited to know how you do you job.
Let me know if you have any more questions.
Regards,
RK
From India, Hyderabad
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As far as salaries are concerned i believe there should be some rationalization that you need to do within before you propose and the rationalization of salaries should be fair practice, i am sure once you do the same then you will can have right justification for your appraisal% and also people will accept the same.
How do you rationalize salaries-Peer to Peer.
Please create some fair badwidth for your salaries ranges and $ hikes and then one option could be for all positions conduct salary surveys within as per the positions and level of experience and then arrive at industry averages.
once you arrive at industry averages then your bandwidth should explain the reasoning for % hike....if a employees performance meets expetations of job responsibilities then Industry Average, if its more then certain % or if performance falls below then -% hike...if you do that ways and explain things to your employees the reasoning behind rationalization of salaries I am sure every body will agree to your idea and you can keep them happy...
Think in those lines i am sure you will get more ideas of making better impact of %ages and transprency...please let me know the updates of ur progress, i am excited to know how you do you job.
Let me know if you have any more questions.
Regards,
RK
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Rkandadai,
I was just going through the site and came upon this topic. I too need to design a performance appraisal for my organization for about 500 employees who are in different locations. What I would like to know is if I want to go beyond the scope of just appraisals for increments to training, etc. I would like to know how I can link the same. As this is the first time we will be conducting a PA, I would like a little insight into the process as well as any documents, questions, etc., that you would have that would help us to understand the process better.
From India, Mumbai
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I was just going through the site and came upon this topic. I too need to design a performance appraisal for my organization for about 500 employees who are in different locations. What I would like to know is if I want to go beyond the scope of just appraisals for increments to training, etc. I would like to know how I can link the same. As this is the first time we will be conducting a PA, I would like a little insight into the process as well as any documents, questions, etc., that you would have that would help us to understand the process better.
From India, Mumbai
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Your brief on Performance review was quite good. Though I have some formats I felt most of them are confusing ones. Do you have some simple format for seniors as well as for juniors.
From India, Chennai
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From India, Chennai
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Recently, my MD has asked me to design a new process for performance appraisal, which should be transparent to our employees in order to remove any discrepancies between them regarding their appraisal percentages.
First of all, I appreciate your MD for taking such a bold step to move away from the conventional appraisal methods.
Here are my suggestions:
1. Please do not stick to specific formats and avoid excessive data inputs just for the sake of appraisal.
2. Consider using Trello boards for day-to-day task allocation and tracking. It is a free tool available at https://trello.com/.
3. You may be familiar with Yammer, another free tool available at https://about.yammer.com/. Yammer can serve as a transparent organization-wide platform to share appreciations, concerns, targets, etc.
4. Since both Trello and Yammer are free tools, investing in them for experimentation will only require your time.
5. Embracing transparent systems like these will help foster an open culture, leading team members to become more self-disciplined and organized, ultimately motivating them to contribute their best and achieve more.
6. As an HR professional, your role would be that of a curator.
From India, Bangalore
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First of all, I appreciate your MD for taking such a bold step to move away from the conventional appraisal methods.
Here are my suggestions:
1. Please do not stick to specific formats and avoid excessive data inputs just for the sake of appraisal.
2. Consider using Trello boards for day-to-day task allocation and tracking. It is a free tool available at https://trello.com/.
3. You may be familiar with Yammer, another free tool available at https://about.yammer.com/. Yammer can serve as a transparent organization-wide platform to share appreciations, concerns, targets, etc.
4. Since both Trello and Yammer are free tools, investing in them for experimentation will only require your time.
5. Embracing transparent systems like these will help foster an open culture, leading team members to become more self-disciplined and organized, ultimately motivating them to contribute their best and achieve more.
6. As an HR professional, your role would be that of a curator.
From India, Bangalore
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