Hello everyone,
I work as an HR Manager for a Civil Engineering Company for 1 year. I have implemented a process in which we conduct performance reviews on a monthly basis and then recognize winners in different categories.
I have created Performance Review Forms where employees are required to rank from 1 to 5. However, the management is concerned that numeric answers may not provide a clear picture of their performances. Therefore, we are looking to incorporate some tricky and psychological questions to better assess the employees' true performance.
I am seeking assistance from all of you. If anyone could share tricky/psychological performance review forms in this forum for my reference, I would greatly appreciate it. I hope to receive a response at the earliest.
Thank you in advance.
From India, Rajkot
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I work as an HR Manager for a Civil Engineering Company for 1 year. I have implemented a process in which we conduct performance reviews on a monthly basis and then recognize winners in different categories.
I have created Performance Review Forms where employees are required to rank from 1 to 5. However, the management is concerned that numeric answers may not provide a clear picture of their performances. Therefore, we are looking to incorporate some tricky and psychological questions to better assess the employees' true performance.
I am seeking assistance from all of you. If anyone could share tricky/psychological performance review forms in this forum for my reference, I would greatly appreciate it. I hope to receive a response at the earliest.
Thank you in advance.
From India, Rajkot
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Dear Komal,
There appears to be a fundamental difference in opinion on why the Performance Review (PR) or Performance Appraisal (PA) is conducted.
PA is conducted to measure the quantum of work by the junior employee. To maintain the effectiveness of measurement, you need to design the KRAs specific to the employee's job and inform well in advance. At the end of the quarter or half-year, the employee is supposed to demonstrate the quantum of work done. His rating will be based on the score he/she receives in the PA.
What is the role of psychological questions in measuring performance? Secondly, will psychology change month after month? To dispel your doubts on the concept of PMS, I recommend you go through my past replies to similar posts:
a) Sample KRAs for English Language Trainer
b) Correction of KRAs for Head HR
c) KRAs for Purchase Department in Manufacturing Industry
d) (Correction comments on) Format of KPI
e) Performance Appraisal in the Construction Industry
Essence of performance measurement lies in measuring what deserves to be measured. For this, you need to identify the direct and indirect costs associated with each department. Later, you need to measure whether costs were lowered or maintained at a certain level.
Sample KRAs: I provided consulting services to establish PMS for one of the very prominent real estate developers in Pune. Confirm your email ID, and I shall send the sample KPIs/KRAs of a few departments. This will eliminate your doubts.
Thanks,
Dinesh Divekar
From India, Bangalore
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8218There appears to be a fundamental difference in opinion on why the Performance Review (PR) or Performance Appraisal (PA) is conducted.
PA is conducted to measure the quantum of work by the junior employee. To maintain the effectiveness of measurement, you need to design the KRAs specific to the employee's job and inform well in advance. At the end of the quarter or half-year, the employee is supposed to demonstrate the quantum of work done. His rating will be based on the score he/she receives in the PA.
What is the role of psychological questions in measuring performance? Secondly, will psychology change month after month? To dispel your doubts on the concept of PMS, I recommend you go through my past replies to similar posts:
a) Sample KRAs for English Language Trainer
b) Correction of KRAs for Head HR
c) KRAs for Purchase Department in Manufacturing Industry
d) (Correction comments on) Format of KPI
e) Performance Appraisal in the Construction Industry
Essence of performance measurement lies in measuring what deserves to be measured. For this, you need to identify the direct and indirect costs associated with each department. Later, you need to measure whether costs were lowered or maintained at a certain level.
Sample KRAs: I provided consulting services to establish PMS for one of the very prominent real estate developers in Pune. Confirm your email ID, and I shall send the sample KPIs/KRAs of a few departments. This will eliminate your doubts.
Thanks,
Dinesh Divekar
From India, Bangalore
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