Hello Seniors,
I am the HR Manager of newly start up IT Firm in Pune needs to formulate and implement the performance management and appraisal policy but m much confused as our company has only 15 employees do suggest me the ...evaluation tool.
On what basis i should evaluate their performance the exact scale ...as they are old to company they are asking on what basis it is evaluated and whats the rating criteria.???
From India, Pune
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1I am the HR Manager of newly start up IT Firm in Pune needs to formulate and implement the performance management and appraisal policy but m much confused as our company has only 15 employees do suggest me the ...evaluation tool.
On what basis i should evaluate their performance the exact scale ...as they are old to company they are asking on what basis it is evaluated and whats the rating criteria.???
From India, Pune
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Dear Rima,
Since its a new comapny with only 15 employees i can suggest you to go for traditional performance appraisal method, ie, immediate superior (reporting manager)appraising their subordinates. Subordinates are required to fill in their KRA's. and get it sumbitted in hr.The reporting manager would evalute and forward the same to the HR.
From India, Mumbai
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Since its a new comapny with only 15 employees i can suggest you to go for traditional performance appraisal method, ie, immediate superior (reporting manager)appraising their subordinates. Subordinates are required to fill in their KRA's. and get it sumbitted in hr.The reporting manager would evalute and forward the same to the HR.
From India, Mumbai
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Dear Reema,
I've read your post and can empathise with both - your staff and you! Because, in your own positions, you're both right.
You want to know the 'tool' to evaluate their performance. That is your prerogative.
They want to know 'how' their performance will be evaluated. That is their prerogative.
Now, to answer your question.
You've jumped the gun by a few steps. A PMS tool will only help you once you've entered data into it. And, the more complex and analytical the tool, the more detailed its output. But, you know that.
What you need before a PMS tool are Performance Criteria, Competency Checklists, Competency - Positions Mapping, Individuals - Competency Mapping etc... Do you get the point? Its very tempting to want to manage people's performance. However, the problem arises when those same people demand to know the criteria, its degree of fairness, clarity, rules of engagement, appeals process etc... And, no PMS tool will answer these questions.
So, if you really want your PMS to be thoroughly effective, fair, transparent, and accepted by all, please speak to some professional HR consultants and get them to help you. It will cost you some time and money. But, believe me, only then will any PMS be of service to you and worth your efforts.
And, the biggest advantage you have is that you only have a workforce of 15 to work with.
I hope my answer helps.
Kind regards,
From India, Gurgaon
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I've read your post and can empathise with both - your staff and you! Because, in your own positions, you're both right.
You want to know the 'tool' to evaluate their performance. That is your prerogative.
They want to know 'how' their performance will be evaluated. That is their prerogative.
Now, to answer your question.
You've jumped the gun by a few steps. A PMS tool will only help you once you've entered data into it. And, the more complex and analytical the tool, the more detailed its output. But, you know that.
What you need before a PMS tool are Performance Criteria, Competency Checklists, Competency - Positions Mapping, Individuals - Competency Mapping etc... Do you get the point? Its very tempting to want to manage people's performance. However, the problem arises when those same people demand to know the criteria, its degree of fairness, clarity, rules of engagement, appeals process etc... And, no PMS tool will answer these questions.
So, if you really want your PMS to be thoroughly effective, fair, transparent, and accepted by all, please speak to some professional HR consultants and get them to help you. It will cost you some time and money. But, believe me, only then will any PMS be of service to you and worth your efforts.
And, the biggest advantage you have is that you only have a workforce of 15 to work with.
I hope my answer helps.
Kind regards,
From India, Gurgaon
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Hi Reema,
Since there are only 15 people, you can make it simple with a 180-degree appraisal, i.e., self and manager. You can create a list of competencies and performance criteria and ask them to rate on a scale. This will help you initiate the process. If you need more help, please let me know.
Regards,
From India, Mumbai
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Since there are only 15 people, you can make it simple with a 180-degree appraisal, i.e., self and manager. You can create a list of competencies and performance criteria and ask them to rate on a scale. This will help you initiate the process. If you need more help, please let me know.
Regards,
From India, Mumbai
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Dear Rima,
Since it's a starting firm, if you take JDs, then that will be helpful to set KRAs for the appraisal process. Once KRAs are set, you can go for the rating method. Since there are 15 employees, you can do this process twice in a year as well.
Thanks,
Regards,
Sukhada Sant
From India, Pune
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Since it's a starting firm, if you take JDs, then that will be helpful to set KRAs for the appraisal process. Once KRAs are set, you can go for the rating method. Since there are 15 employees, you can do this process twice in a year as well.
Thanks,
Regards,
Sukhada Sant
From India, Pune
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