Hello all
I am pursuing MBA oil and gas...
Sharing with you my HRM assignment
I prepared one performance appraisal form and faculty feedback form.. for lecturer
Thought of sharing with you all...
Your feedback and comments will be appreciated.................. to make it more better
Thanks and Regards
Saurabh Jain
Home
Home Page of Saurabh Jain
My Passion
From India, New Delhi
2I am pursuing MBA oil and gas...
Sharing with you my HRM assignment
I prepared one performance appraisal form and faculty feedback form.. for lecturer
Thought of sharing with you all...
Your feedback and comments will be appreciated.................. to make it more better
Thanks and Regards
Saurabh Jain
Home
Home Page of Saurabh Jain
My Passion
From India, New Delhi
dear saurabh
first of all, this is very good work. you have captured some very good dimensions in your form.
following is my feedback on the form:
1. A good appraisal form always very clearly states the timelines, the instructions on how to fill the form, a clearly defined rating scale and most essentially, is moulded towards the role that needs to be appraised.
2. in your form, you have mentioned a number of KRAs and there are sub-dimensions to the same. my suggestion is that you have 3 columns called KRAs, Activities/Targets and KPIs (Key performance indicators) and then next to it have separate columns for weightages and ratings.
3. A rating scale of 7 or 10 with a good description (3-4 sentences each) goes a long-way in helping the appraisee and appraiser. also, there is no formula mentioned on how much weightage performance is getting and how much weightage competencies (in your case leadership qualities) are getting. converting them to a scale of 100 will make it very easy to understand.
ps: As an HR professional, it is important to remember that we need to look at designing forms keeping the end-user in mind. while it may involve a lot of brain wracking, things become very simple in organizations and it helps in keeping people happy.
4. When ratings are given on competencies/behavioral qualities, it helps if there are behavior indicators provided instead of definitions. Behavior indicators are "competencies in action", they are positively worded and do not go beyond 7-8 crisp sentences.
5. Creating a comprehensive role directory (containing the objective of each role, the KRAs, detailed activities and key competencies required) and linking it with the form will also help a lot.
hope that the above suggestions are of some help.
warm regards
avinash
From India, Bangalore
first of all, this is very good work. you have captured some very good dimensions in your form.
following is my feedback on the form:
1. A good appraisal form always very clearly states the timelines, the instructions on how to fill the form, a clearly defined rating scale and most essentially, is moulded towards the role that needs to be appraised.
2. in your form, you have mentioned a number of KRAs and there are sub-dimensions to the same. my suggestion is that you have 3 columns called KRAs, Activities/Targets and KPIs (Key performance indicators) and then next to it have separate columns for weightages and ratings.
3. A rating scale of 7 or 10 with a good description (3-4 sentences each) goes a long-way in helping the appraisee and appraiser. also, there is no formula mentioned on how much weightage performance is getting and how much weightage competencies (in your case leadership qualities) are getting. converting them to a scale of 100 will make it very easy to understand.
ps: As an HR professional, it is important to remember that we need to look at designing forms keeping the end-user in mind. while it may involve a lot of brain wracking, things become very simple in organizations and it helps in keeping people happy.
4. When ratings are given on competencies/behavioral qualities, it helps if there are behavior indicators provided instead of definitions. Behavior indicators are "competencies in action", they are positively worded and do not go beyond 7-8 crisp sentences.
5. Creating a comprehensive role directory (containing the objective of each role, the KRAs, detailed activities and key competencies required) and linking it with the form will also help a lot.
hope that the above suggestions are of some help.
warm regards
avinash
From India, Bangalore
Dear Mr. Avinash,
First of all many many thanks for giving a reply....
let me try answering....why i did.. might be wrong....
1..I think all are KPI's. I tried to capture all the things or jobs which a lecturer can have...
2...for weight age and formula.....Some teachers might be in research and some might be just doing teaching...At the starting of the year , the head or his boss can decide what his weights are according to his work profile..... from 100 different weigh based on his work profile can be given
Leadership and all will have low weights say upto 15 % and rest 85 will be divided on the teaching , research and other activities... which are key for teachers... say if a teacher is not into publications and is not included in his roles.... it can be given a zero weight..or very less weight...
3.. I gave scale 1 to 5 with , was not given 7 has mentioned only once which was applicable for every question other then leadership column where i have given another scale....
4 Maximum marks can be 500, simple formula max marks (scale point) into weight....
Rest I am in agreement with all ur points....thanks once again...
I also had one idea..in which i thought....All these KPI can be different excel sheets....like 1 for teaching, one for publications... and by this method we can go in more details of individual level...........and we can even compare using graphs , the last year performance with current year..........this can give better appraisal results.... just a thought...
thanks once again...
Regards
Saurabh Jain
From India, New Delhi
First of all many many thanks for giving a reply....
let me try answering....why i did.. might be wrong....
1..I think all are KPI's. I tried to capture all the things or jobs which a lecturer can have...
2...for weight age and formula.....Some teachers might be in research and some might be just doing teaching...At the starting of the year , the head or his boss can decide what his weights are according to his work profile..... from 100 different weigh based on his work profile can be given
Leadership and all will have low weights say upto 15 % and rest 85 will be divided on the teaching , research and other activities... which are key for teachers... say if a teacher is not into publications and is not included in his roles.... it can be given a zero weight..or very less weight...
3.. I gave scale 1 to 5 with , was not given 7 has mentioned only once which was applicable for every question other then leadership column where i have given another scale....
4 Maximum marks can be 500, simple formula max marks (scale point) into weight....
Rest I am in agreement with all ur points....thanks once again...
I also had one idea..in which i thought....All these KPI can be different excel sheets....like 1 for teaching, one for publications... and by this method we can go in more details of individual level...........and we can even compare using graphs , the last year performance with current year..........this can give better appraisal results.... just a thought...
thanks once again...
Regards
Saurabh Jain
From India, New Delhi
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