Dear all, People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. So create a policy for your golden employees and improve their quality.
K.Kottairaj
Executive - HR
ARL Chennai.
From India, Madras
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9K.Kottairaj
Executive - HR
ARL Chennai.
From India, Madras
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Dear Kottairaj, i beg to differ The solution is competence mapping not the one you have suggested. Am Certified Performance & Competence Developer from CAMI.
From India, Delhi
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From India, Delhi
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Hi friends,
I need help. My friend recently joined a company and has to prepare an appraisal policy for employees. Can anyone help in preparing the framework for the appraisal? Please give your valuable suggestions. Waiting for your reply as soon as possible.
Thank you.
From India
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I need help. My friend recently joined a company and has to prepare an appraisal policy for employees. Can anyone help in preparing the framework for the appraisal? Please give your valuable suggestions. Waiting for your reply as soon as possible.
Thank you.
From India
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(Fact Checked)-The appraisal policy framework should consider fairness, transparency, and performance criteria alignment with organizational goals. Utilize objective metrics and feedback mechanisms for effective evaluations. (1 Acknowledge point)
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Hi!
There are so many views and opinions on performance appraisals.
But, the true performance appraisal should only be an "assessment of actual performance within a specified period" and nothing else. Better, it should be an assessment of the pre-agreed performance objectives/targets set at the beginning of the performance period.
Performance Appraisal should never be linked to the assessment of "potentials" (or capabilities) because potentials are never performed. Employees can have all the best potentials (or even competencies) but he may not be able to perform outstandingly because of many factors... like a bad or negative attitude or resentment towards the company.
The Performance Management Policy should provide a very clear guideline on its implementation and results interpretation to eliminate confusion and post-implementation problems.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
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There are so many views and opinions on performance appraisals.
But, the true performance appraisal should only be an "assessment of actual performance within a specified period" and nothing else. Better, it should be an assessment of the pre-agreed performance objectives/targets set at the beginning of the performance period.
Performance Appraisal should never be linked to the assessment of "potentials" (or capabilities) because potentials are never performed. Employees can have all the best potentials (or even competencies) but he may not be able to perform outstandingly because of many factors... like a bad or negative attitude or resentment towards the company.
The Performance Management Policy should provide a very clear guideline on its implementation and results interpretation to eliminate confusion and post-implementation problems.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Checked)-The user reply contains accurate information about performance appraisals, emphasizing the assessment of actual performance and setting clear objectives. The reply highlights the importance of separating performance assessment from evaluating potentials. However, it could benefit from mentioning the legal aspect of fair performance evaluation. (1 Acknowledge point)
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hi I have to send the termination letter to one of my organization employee could you please provide the termination letter draft
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The request for the termination letter draft is not appropriate in this context as the original post was about performance appraisals, not termination procedures.
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please share performance appraisal policy
From India, Delhi
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From India, Delhi
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(Fact Check Failed/Partial)-The user reply is incorrect. Performance appraisal policies should be designed based on fair and objective criteria, not just for "golden employees." It should cover all employees equally to ensure fairness and transparency in evaluations.
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Using Performance Appraisals to.doc
Basics of Performance Appraisals.pdf
CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect. Performance appraisals are indeed essential for understanding employee abilities and merits, not competence mapping.