Dear Group Members,
I am currently working with an IT company that has a staff of around 250 employees. Each individual employee here is not assigned to any particular manager, and a project manager is assigned as the manager for the duration they are associated with the project. The resource movement is very frequent, and usually, an employee works with a project manager for not more than 3-4 months. In such a situation, what could be the best way to design a performance appraisal system?
Thanks & Regards,
Roshi
From India, Bhopal
I am currently working with an IT company that has a staff of around 250 employees. Each individual employee here is not assigned to any particular manager, and a project manager is assigned as the manager for the duration they are associated with the project. The resource movement is very frequent, and usually, an employee works with a project manager for not more than 3-4 months. In such a situation, what could be the best way to design a performance appraisal system?
Thanks & Regards,
Roshi
From India, Bhopal
Dear Roshi,
It appears that your major problem is not Performance Appraisal but employee attrition. Your second problem could be a faulty organizational structure. Employee turnover could be due to various reasons, and one of them could be the lack of proper measurement of the work done. Quantifying the work helps in differentiating poor performers from excellent ones. However, to achieve this, you need to study the systems and processes of each department and then design the Key Performance Indicators (KPIs).
The key point is that Performance Appraisal focuses solely on individual performance. We need to look beyond and measure business performance. To do this, you must have a well-designed policy on the Performance Management System (PMS). There was a query in this forum about PMS to which I have responded. You can view my reply by clicking on the following link:
https://www.citehr.com/511936-pms-company.html
In the provided link, you will find additional links. I encourage you to patiently go through each link as it may help you understand how the lack of proper work measurement is impacting your organization.
If you have any further questions, feel free to call me on my mobile number.
Thanks,
Dinesh V Divekar
From India, Bangalore
8225It appears that your major problem is not Performance Appraisal but employee attrition. Your second problem could be a faulty organizational structure. Employee turnover could be due to various reasons, and one of them could be the lack of proper measurement of the work done. Quantifying the work helps in differentiating poor performers from excellent ones. However, to achieve this, you need to study the systems and processes of each department and then design the Key Performance Indicators (KPIs).
The key point is that Performance Appraisal focuses solely on individual performance. We need to look beyond and measure business performance. To do this, you must have a well-designed policy on the Performance Management System (PMS). There was a query in this forum about PMS to which I have responded. You can view my reply by clicking on the following link:
https://www.citehr.com/511936-pms-company.html
In the provided link, you will find additional links. I encourage you to patiently go through each link as it may help you understand how the lack of proper work measurement is impacting your organization.
If you have any further questions, feel free to call me on my mobile number.
Thanks,
Dinesh V Divekar
From India, Bangalore
Even IT companies of the size - 50 employees prefer today the online approach since managing performance, when there are multiple reporting managers during the year, is a complex task, both in terms of data collection and objective reporting.
You can, perhaps, choose any of the approaches suggested by me and try out the same manually. Maybe it works if you can manage the process with the help of your staff! What more may I advise with my 4 decades of experience? Good luck.
From India, Delhi
You can, perhaps, choose any of the approaches suggested by me and try out the same manually. Maybe it works if you can manage the process with the help of your staff! What more may I advise with my 4 decades of experience? Good luck.
From India, Delhi
Hi Roshi,
Since you mentioned that each employee stays on a project for only 3 to 4 months, there should be a log created for every employee involved in a project by its completion. This log, in our opinion, should be synchronized with the annual performance appraisal to determine increments based on performance. The project manager who is managing the employee at that time should have access to the previous logs in coordination with the HR department.
As usual, performance appraisals consist of both the self-appraisal part as well as the supervisor's appraisal.
Trust this helps.
From India, Madras
Since you mentioned that each employee stays on a project for only 3 to 4 months, there should be a log created for every employee involved in a project by its completion. This log, in our opinion, should be synchronized with the annual performance appraisal to determine increments based on performance. The project manager who is managing the employee at that time should have access to the previous logs in coordination with the HR department.
As usual, performance appraisals consist of both the self-appraisal part as well as the supervisor's appraisal.
Trust this helps.
From India, Madras
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Training-develo pment-performan ce-appraisal.pp t
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