Hi, Could anyone please guide me for preparing an Performance Appraisal I have undergone a short time course for the same but just learnt the basic concept as “ need to analysis their performance based on the roles assigning” but exactly want to know what is Performance Appraisal?
1) Does Performance appraisal vary from one Dept to another Dept or common to all Dept.
2) How to the Rating factor have to be calculated
3) What is time period for circulating the Appraisal
4) Will the Performance have to be measured from the day one of employee joining or we can bring his performance on paper at the time of Increment.
It will be very helpful if anyone share the exact worked out of Employee performance format with evaluated percentage.
Regards,
Deepa
From India, Delhi
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11) Does Performance appraisal vary from one Dept to another Dept or common to all Dept.
2) How to the Rating factor have to be calculated
3) What is time period for circulating the Appraisal
4) Will the Performance have to be measured from the day one of employee joining or we can bring his performance on paper at the time of Increment.
It will be very helpful if anyone share the exact worked out of Employee performance format with evaluated percentage.
Regards,
Deepa
From India, Delhi
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1. who are the participants whose performance you want to measure? 2. what kind of job they do? 3. How you measure their performance?
From India, Pune
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From India, Pune
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Dear Deepa,
Irrespective of the department, the process of Performance Appraisal (PA) remains the same. What changes are the measurement criteria or measures of performance.
It appears that you do not have a proper policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself, they should be told when their appraisal will take place. The salient features of the policy could be as below:
a) Appraisal may be done quarterly or half-yearly. An appraisal cycle of one year is too long. Nevertheless, a salary hike may be done on 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take place can be decided in the policy.
c) The percentage of salary hike should be linked to the score of the PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have given a reply to this post. Click the following link to refer to the reply: https://www.citehr.com/511936-pms-company.html Though the heading of the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject. For further doubts, you may call me on my mobile number.
Thanks, Dinesh Divekar
From India, Bangalore
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Irrespective of the department, the process of Performance Appraisal (PA) remains the same. What changes are the measurement criteria or measures of performance.
It appears that you do not have a proper policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself, they should be told when their appraisal will take place. The salient features of the policy could be as below:
a) Appraisal may be done quarterly or half-yearly. An appraisal cycle of one year is too long. Nevertheless, a salary hike may be done on 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take place can be decided in the policy.
c) The percentage of salary hike should be linked to the score of the PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have given a reply to this post. Click the following link to refer to the reply: https://www.citehr.com/511936-pms-company.html Though the heading of the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject. For further doubts, you may call me on my mobile number.
Thanks, Dinesh Divekar
From India, Bangalore
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Dear Deepa,
As you requested for a performance evaluation, here are some points to consider:
1. The evaluation can be conducted once an employee completes his/her probation period or as per your company's policy, which may vary, such as quarterly or semi-annually. However, waiting a whole year for an evaluation is too long.
2. The score is determined based on the evaluation results, which can be set by the HR department.
3. Performance appraisal may not vary greatly across departments in my opinion, but it may differ based on the hierarchy, influenced by the Head of Department's concerns.
I hope this information is helpful for you.
Best regards.
From India, undefined
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As you requested for a performance evaluation, here are some points to consider:
1. The evaluation can be conducted once an employee completes his/her probation period or as per your company's policy, which may vary, such as quarterly or semi-annually. However, waiting a whole year for an evaluation is too long.
2. The score is determined based on the evaluation results, which can be set by the HR department.
3. Performance appraisal may not vary greatly across departments in my opinion, but it may differ based on the hierarchy, influenced by the Head of Department's concerns.
I hope this information is helpful for you.
Best regards.
From India, undefined
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Many people, especially young MBA HR graduates, are under many wrong notions about various HR activities. One such thing is PMS. Please remember, PMS is based entirely on organizational need. If the organization wants to grow, improve its performance, profitability, scale its turnover year after year through empowering senior employees to run each department as a profit center, through motivating, training, and so on. Therefore, your PMS system should be top-driven, have clear-cut policies, have KPIs and KRAs in place, have proper JDs, Org charts, etc. All are interconnected, and you should promote the process right from the top to the bottom-most supervisor in the organization.
For each job role, Key Result Areas and Key Performance Indicators are identified, understood by the job holder. For senior personnel, their focus areas should be people development, business growth for taking the business forward.
In October last year, myself and my HR friend visited Doha, Qatar, for carrying out HR auditing of a leading logistics firm with over 400 employees. Our auditing revealed many things missing in the organization. For instance, there was no manpower budget at all. Recruitment was happening haphazardly. We have given the organization a roadmap, identified champions, and from 1st Jan they are proposing to launch Performance Management System. From India, we have been monitoring progress, reviewing and correcting their approach. Next month, we are going to visit in the first week for a three-week period for conducting a roadshow and also to audit other aspects of HR where things are going in the right direction or not. The first visit pertained to Transformational activities, and the next visit will focus on Transactional activities. If interested, please contact me. Best wishes.
From India, Bengaluru
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For each job role, Key Result Areas and Key Performance Indicators are identified, understood by the job holder. For senior personnel, their focus areas should be people development, business growth for taking the business forward.
In October last year, myself and my HR friend visited Doha, Qatar, for carrying out HR auditing of a leading logistics firm with over 400 employees. Our auditing revealed many things missing in the organization. For instance, there was no manpower budget at all. Recruitment was happening haphazardly. We have given the organization a roadmap, identified champions, and from 1st Jan they are proposing to launch Performance Management System. From India, we have been monitoring progress, reviewing and correcting their approach. Next month, we are going to visit in the first week for a three-week period for conducting a roadshow and also to audit other aspects of HR where things are going in the right direction or not. The first visit pertained to Transformational activities, and the next visit will focus on Transactional activities. If interested, please contact me. Best wishes.
From India, Bengaluru
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Performance Appraisal Form for Staff.doc