H all.. I want to know some bias free appraisal techniques. please suggest me some...
From India, Delhi
From India, Delhi
Dear Ashu,
In well-designed PMS organisations, individual are trained well so that they can design their own KRAs. Manager only validates these. Junior is expected to maintain MIS or other evidence to prove the quantum of performance in PA meeting. Manager verifies the score. In this process, nobody gives or takes anything. Junior earns the marks and there is evidence for this. In the same PA meeting, junior is also expected to come up with his KRA for next quarter or half-year. Manager verifies it, reassigns the weights if required, changes the KRAs itself if required. Further feedback can follow in subsequent meeting. Since junior himself or herself calculates the score, there is no room for disgruntlement resulting out of bias.
In the recent past, twice I have provided my consulting services to establish PMS in the company. I have told them to adopt this procedure.
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer my past replies, then you may click the following links to refer those:
Subjectivity in Performance Appraisal
https://www.citehr.com/493249-design...ml#post2150143
https://www.citehr.com/495024-kpi-va...ml#post2152136
I handle consulting on PMS. To know more about my services, you may click here. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of. PMS will be helpful to you in your recruitment, employee training, manpower planning and do on.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
7884In well-designed PMS organisations, individual are trained well so that they can design their own KRAs. Manager only validates these. Junior is expected to maintain MIS or other evidence to prove the quantum of performance in PA meeting. Manager verifies the score. In this process, nobody gives or takes anything. Junior earns the marks and there is evidence for this. In the same PA meeting, junior is also expected to come up with his KRA for next quarter or half-year. Manager verifies it, reassigns the weights if required, changes the KRAs itself if required. Further feedback can follow in subsequent meeting. Since junior himself or herself calculates the score, there is no room for disgruntlement resulting out of bias.
In the recent past, twice I have provided my consulting services to establish PMS in the company. I have told them to adopt this procedure.
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer my past replies, then you may click the following links to refer those:
Subjectivity in Performance Appraisal
https://www.citehr.com/493249-design...ml#post2150143
https://www.citehr.com/495024-kpi-va...ml#post2152136
I handle consulting on PMS. To know more about my services, you may click here. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of. PMS will be helpful to you in your recruitment, employee training, manpower planning and do on.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
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