Dear all,
I am working with a Financial Advisory firm as an HR and I am also new to this field. I have been stuck trying to create a performance appraisal plan. Please help me out with it. I look forward to your response.
Thanks & Regards,
Keyuri
From India, Mumbai
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2I am working with a Financial Advisory firm as an HR and I am also new to this field. I have been stuck trying to create a performance appraisal plan. Please help me out with it. I look forward to your response.
Thanks & Regards,
Keyuri
From India, Mumbai
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Dear Keyuri,
Your Performance Appraisal Plan is based on your Policy on Performance Appraisal. This policy is a subset of the "Policy on Performance Management System (PMS)". So concentrate on PMS as a whole and not on segments of it.
Occasionally, I have given my replies on the above subject. I request you to go through the entire thread of the following discussions:
- https://www.citehr.com/259167-pms-workers.html
- https://www.citehr.com/413548-pms-cr...onsidered.html
- https://www.citehr.com/375151-involvement-hr-pms.html
- http://citehr.com [i]<link fixed></i]
- https://www.citehr.com/269964-perfor...nt-system.html
Thanks,
Dinesh V Divekar
From India, Bangalore
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Your Performance Appraisal Plan is based on your Policy on Performance Appraisal. This policy is a subset of the "Policy on Performance Management System (PMS)". So concentrate on PMS as a whole and not on segments of it.
Occasionally, I have given my replies on the above subject. I request you to go through the entire thread of the following discussions:
- https://www.citehr.com/259167-pms-workers.html
- https://www.citehr.com/413548-pms-cr...onsidered.html
- https://www.citehr.com/375151-involvement-hr-pms.html
- http://citehr.com [i]<link fixed></i]
- https://www.citehr.com/269964-perfor...nt-system.html
Thanks,
Dinesh V Divekar
From India, Bangalore
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Performance appraisal system/forms would need the following:
1. Job descriptions/key performance indicators (functional/job areas for building measurement yardstick)
2. Key result areas (performance areas that each department expects)
3. Goals set/to be set (to measure achievement)
4. Job traits/characteristics (attributes required to perform well on the job)
Performance appraisal system would generally depend on:
1. Industry & business type you are in (mfg., global, services, et al)
2. Type of employees, their skill requirements
3. Education level of employees
4. Number of employees/span of control
5. Organizational structure and reporting relationship (one-on-one/matrix, project-based, structurally flat/pyramid, etc.)
6. Organizational culture/openness/conservative/dynamic/type of entrepreneurship (family/corporation/partnership/associate/ Directorial, etc)
Depending on the above, you can follow any of the following and more:
1. Point rating PA system (preferred)
From India, Gurgaon
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1. Job descriptions/key performance indicators (functional/job areas for building measurement yardstick)
2. Key result areas (performance areas that each department expects)
3. Goals set/to be set (to measure achievement)
4. Job traits/characteristics (attributes required to perform well on the job)
Performance appraisal system would generally depend on:
1. Industry & business type you are in (mfg., global, services, et al)
2. Type of employees, their skill requirements
3. Education level of employees
4. Number of employees/span of control
5. Organizational structure and reporting relationship (one-on-one/matrix, project-based, structurally flat/pyramid, etc.)
6. Organizational culture/openness/conservative/dynamic/type of entrepreneurship (family/corporation/partnership/associate/ Directorial, etc)
Depending on the above, you can follow any of the following and more:
1. Point rating PA system (preferred)
From India, Gurgaon
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Performance Management System.doc