Dear all
I would like to know if it is ok to choose more than one performance appraisal method in an organization??
For instance;
Sales: specific target oriented [sales target per salesperson?]
Rest of the depts: Simple written essay method/ competency based format
Guidance appreciated.
Shab
From Pakistan, Karachi
I would like to know if it is ok to choose more than one performance appraisal method in an organization??
For instance;
Sales: specific target oriented [sales target per salesperson?]
Rest of the depts: Simple written essay method/ competency based format
Guidance appreciated.
Shab
From Pakistan, Karachi
Dear Shab
For practicality and consistency (in the eye of the employees, consistency in policy, procedures & programs, etc give them the assurance of fairness. Unfair practices are strong detrimental to employee engagement), a one performance appraisal method is preferred. While it is a single approach, it does not mean that it is a "one-size-fit-all". Different departments or jobs will have different targets/KPIs to achieve.
Never set only sales target for salesperson as this encourages "unhealthy" & "unethical" competition. For salesperson, in addition to the sales target, you would also want them to behave in specific manner when conducting and representing the company (BAR - behaviourally anchored rating).
Regards
Autumn Jane
From Singapore, Singapore
137For practicality and consistency (in the eye of the employees, consistency in policy, procedures & programs, etc give them the assurance of fairness. Unfair practices are strong detrimental to employee engagement), a one performance appraisal method is preferred. While it is a single approach, it does not mean that it is a "one-size-fit-all". Different departments or jobs will have different targets/KPIs to achieve.
Never set only sales target for salesperson as this encourages "unhealthy" & "unethical" competition. For salesperson, in addition to the sales target, you would also want them to behave in specific manner when conducting and representing the company (BAR - behaviourally anchored rating).
Regards
Autumn Jane
From Singapore, Singapore
Dear Autumn Jane
Thanks for your valuable input.
Infact I am to design an appraisal method for a small business of almost 30 employees. At the moment there is nothing in place, not even JD's! hence they are facing problems as far as the business outcome is concerned.
I am to prepare JDs by interviewing and having a questionnaire filled by each position holder also. (By the way there are times when i feel some resistance from top) but nevertheless, I am progressing hopefully ...:-)
I understand that there should be a uniform appraisal system to have a committed and satisfied employee force, but i feel that BAR method is more time consuming as compared to any other method, also they will not be too supportive to sit and prepare rating scales with me.. really
As it says, 1- what to measure, 2- How to measure?
I personally wanted to have something that would not only measure the given sales targets to be achieved as an objective, but also thier competencies, such as customer service orientation, communication, coordination skills, etc. This kind of format would be for every employee, including sales, supply chain, office admin, accounts, etc.
As per your expertise, what would you suggest to be considered? I would also appreciate, if you could provide me with a specimen of such a format.
Best regards
Shab
From Pakistan, Karachi
Thanks for your valuable input.
Infact I am to design an appraisal method for a small business of almost 30 employees. At the moment there is nothing in place, not even JD's! hence they are facing problems as far as the business outcome is concerned.
I am to prepare JDs by interviewing and having a questionnaire filled by each position holder also. (By the way there are times when i feel some resistance from top) but nevertheless, I am progressing hopefully ...:-)
I understand that there should be a uniform appraisal system to have a committed and satisfied employee force, but i feel that BAR method is more time consuming as compared to any other method, also they will not be too supportive to sit and prepare rating scales with me.. really
As it says, 1- what to measure, 2- How to measure?
I personally wanted to have something that would not only measure the given sales targets to be achieved as an objective, but also thier competencies, such as customer service orientation, communication, coordination skills, etc. This kind of format would be for every employee, including sales, supply chain, office admin, accounts, etc.
As per your expertise, what would you suggest to be considered? I would also appreciate, if you could provide me with a specimen of such a format.
Best regards
Shab
From Pakistan, Karachi
Dear Aquashab,
I take this opportunity to request bloggers to give as much information about the scenario as possible at the outset, to reduce time consumed in responses. For example, had you given the details, I am sure Autumn Jane would have provided the details requested earlier.
What is your role in the firm? Are you a student trainee who has been given the task?
Have a nice day.
Simhan
From United Kingdom
I take this opportunity to request bloggers to give as much information about the scenario as possible at the outset, to reduce time consumed in responses. For example, had you given the details, I am sure Autumn Jane would have provided the details requested earlier.
What is your role in the firm? Are you a student trainee who has been given the task?
Have a nice day.
Simhan
From United Kingdom
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Employee Appraisal Form new.doc