Hello everyone,
I need to design a performance appraisal for my company. The total number of employees is 32. I am willing to do it through the 360-degree feedback method. However, I am finding it difficult to design a precise format since I have not received any training of any sort since joining, and this is my first job. The company does not have a previous format that I could refer to. I would appreciate your views.
Thank you.
Khushboo Chavan
From India, Pune
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1I need to design a performance appraisal for my company. The total number of employees is 32. I am willing to do it through the 360-degree feedback method. However, I am finding it difficult to design a precise format since I have not received any training of any sort since joining, and this is my first job. The company does not have a previous format that I could refer to. I would appreciate your views.
Thank you.
Khushboo Chavan
From India, Pune
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Dear Khushboo Chavan,
Please identify competencies according to levels and functions by speaking to star performers in the company and getting the same validated by the departmental heads. You can also refer to the link below for the detailed procedure and the sample list of competencies: https://www.citehr.com/291642-competency-mapping.html.
Then assign weightage to each competency and KRA's. You can assign 60% weightage to KRA's and 40% weightage to Competencies, or it can be 70% and 30%. KRA's should not be more than 5 for any particular position. Based on the scores of performance appraisal, the increments should be given.
Hope this helps.
From India, Mumbai
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Please identify competencies according to levels and functions by speaking to star performers in the company and getting the same validated by the departmental heads. You can also refer to the link below for the detailed procedure and the sample list of competencies: https://www.citehr.com/291642-competency-mapping.html.
Then assign weightage to each competency and KRA's. You can assign 60% weightage to KRA's and 40% weightage to Competencies, or it can be 70% and 30%. KRA's should not be more than 5 for any particular position. Based on the scores of performance appraisal, the increments should be given.
Hope this helps.
From India, Mumbai
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Without knowing the details of your company, industry, and how you work, it will be impossible for anyone to help you. Of course, you can find many formats on Google. You can check and see which one makes sense to you.
From India, Mumbai
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From India, Mumbai
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Hi Kushboo,
Please remember, not all HR theories on Performance Management Systems can be applied in totality. As our friends have mentioned, one has to consider factors such as background profiles, employees' business knowledge, skill levels, hierarchy composition, and more. It is necessary to study, discuss with top management, and then develop a suitable process. Even companies like Infosys or Wipro do not implement the 360-degree method. Employees need significant mental ability to accept criticism from customers, clients, vendors, and others.
I suggest that you send me a private message so we can discuss these matters. With over 20 years of experience in HR alone, I can provide you with some good options. Feel free to check out my profile and services online.
Best wishes
From India, Bengaluru
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Please remember, not all HR theories on Performance Management Systems can be applied in totality. As our friends have mentioned, one has to consider factors such as background profiles, employees' business knowledge, skill levels, hierarchy composition, and more. It is necessary to study, discuss with top management, and then develop a suitable process. Even companies like Infosys or Wipro do not implement the 360-degree method. Employees need significant mental ability to accept criticism from customers, clients, vendors, and others.
I suggest that you send me a private message so we can discuss these matters. With over 20 years of experience in HR alone, I can provide you with some good options. Feel free to check out my profile and services online.
Best wishes
From India, Bengaluru
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Performance Appraisal Form for Staff.doc