Hi HR professionals! A small query of mine... As I am also an HR executive, I am quite confused about the Performance Development Review Process. I am now having this PDR meeting with the staff, and they have already sent me the evaluation form they filled out. My query is, as an HR manager, should I fill out the same form for all the staff, or should I only provide comments on the form they sent me? After all, I am the one compiling the PDR report for all the staff. Can anyone advise me, please?
From Nepal, Kathmandu
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1From Nepal, Kathmandu
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Sir, you mentioned that you have already received the filled-up forms with responses. In that case, I believe there is no need to repeat the information.
Consultation with Senior Executives
One thing I would like to inquire about, sir, is during the review process, have you consulted with the senior executives of the respective staff members? Or are they allowed to respond on the same sheet as well?
Feedback and Evaluation Process
You should provide feedback based on the responses received and also consider the input from the immediate senior of the employee on the same form. This approach makes the evaluation more constructive and rational.
Role of HR Manager
It is essential for an HR manager, not just an HR executive, to draw conclusions. You should take the lead and drive the process forward.
I hope that senior executives will further enlighten us on this matter.
From India, Calcutta
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Consultation with Senior Executives
One thing I would like to inquire about, sir, is during the review process, have you consulted with the senior executives of the respective staff members? Or are they allowed to respond on the same sheet as well?
Feedback and Evaluation Process
You should provide feedback based on the responses received and also consider the input from the immediate senior of the employee on the same form. This approach makes the evaluation more constructive and rational.
Role of HR Manager
It is essential for an HR manager, not just an HR executive, to draw conclusions. You should take the lead and drive the process forward.
I hope that senior executives will further enlighten us on this matter.
From India, Calcutta
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I wish to clarify: Were the staff made aware at the beginning of the year of how they are going to be rated? Were the KPIs/targets, etc., decided mutually? Have you taken the written feedback of their immediate supervisors/line managers? Have you discussed the TNA for each position?
From India, Delhi
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From India, Delhi
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Manager Performance Review Do’s and Don’ts.ppt
Performance Review Form - KDCL for year 2010.xls