Can anyone share with me performance apprisal for HR EXECUTIVES who are having min 3 yrs experience in industry with allmost experience in all hr functions . regards VINAY
From India, Hyderabad
24From India, Hyderabad
Vinay,
What you are asking is not a Performance Appraisal but the MARKET RATE of an executive with qualifications as stated.
I suggest you buy a compensation survey and check out the equivalent position.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
What you are asking is not a Performance Appraisal but the MARKET RATE of an executive with qualifications as stated.
I suggest you buy a compensation survey and check out the equivalent position.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi, Could you let us know how an Hr executive Performance is evaluated what are the attributes that are taken into account . Regards Durga
From India, Delhi
From India, Delhi
Durga,
Hi!
Executives, Managers, Supervisors, and Rank and File Employees must be evaluated in the same manner. This means they should be evaluated based on their agreed workplans and target outputs for the given performance period.
I am saying this because I am one who opposes an evaluation that is not based on workplans and target outputs. I am also against evaluations whose parameters or performance indicators are not made known to the subordinate before the start of the evaluation period.
As such, HR Executives should be evaluated in this manner too. What may be different for HR Executives (vis a vis other executives) would be their workplans and performance indicators.
Unlike other executives whose targets may be specific and easily quantifiable, the HR job can be assessed or evaluated using on-going HR programs and projects, esp. their impact and effectiveness on the enitre organization (e.g. Reduction of Abseenteeism thru Industrial Counseling and Perfect Attendance Award; Promotion of Industrial Peace thru Creation of Labor Management Council or facilitation of a Union's Certification of Election; Improvement of Employee Morale thru the introduction of Employee Recognition and Rewards Programs).
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi!
Executives, Managers, Supervisors, and Rank and File Employees must be evaluated in the same manner. This means they should be evaluated based on their agreed workplans and target outputs for the given performance period.
I am saying this because I am one who opposes an evaluation that is not based on workplans and target outputs. I am also against evaluations whose parameters or performance indicators are not made known to the subordinate before the start of the evaluation period.
As such, HR Executives should be evaluated in this manner too. What may be different for HR Executives (vis a vis other executives) would be their workplans and performance indicators.
Unlike other executives whose targets may be specific and easily quantifiable, the HR job can be assessed or evaluated using on-going HR programs and projects, esp. their impact and effectiveness on the enitre organization (e.g. Reduction of Abseenteeism thru Industrial Counseling and Perfect Attendance Award; Promotion of Industrial Peace thru Creation of Labor Management Council or facilitation of a Union's Certification of Election; Improvement of Employee Morale thru the introduction of Employee Recognition and Rewards Programs).
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi Ed Llarena
I have just completed my survey on job satisfaction and i noticed that a huge percentage of people almost 50% have picked the neutral option while 40% ticked Very satisfied and 10% very dissatisfied.
Do u analyse neutral as being good or bad ?
or what are the different ways of looking at neutral
From India,
I have just completed my survey on job satisfaction and i noticed that a huge percentage of people almost 50% have picked the neutral option while 40% ticked Very satisfied and 10% very dissatisfied.
Do u analyse neutral as being good or bad ?
or what are the different ways of looking at neutral
From India,
hi nats
bottomline if yur cos. 50% workforce says neutral--> they're bored!!
they lack motivation and hence no satisfaction..remmber Herzbergs 2 factor theory??? on the other hand, rationally speaking, neutral may mean dissatisfaction due to any reason, pay, work culture, peers and superiors behavior or plain ol family probs. Neutral may also mean satisfaction cuz if the chap is satisfied and thinks of showing it on the poll, he may think twice and stop cuz he may not want his superiors to know he is satisfied in the fear of extra work or time he may have to bear with.
but again...remmber the bottomline...the employees are bored and u gotta do something to liven things up and get the satisfaction level up.
chow.
junaid
From India, Mumbai
bottomline if yur cos. 50% workforce says neutral--> they're bored!!
they lack motivation and hence no satisfaction..remmber Herzbergs 2 factor theory??? on the other hand, rationally speaking, neutral may mean dissatisfaction due to any reason, pay, work culture, peers and superiors behavior or plain ol family probs. Neutral may also mean satisfaction cuz if the chap is satisfied and thinks of showing it on the poll, he may think twice and stop cuz he may not want his superiors to know he is satisfied in the fear of extra work or time he may have to bear with.
but again...remmber the bottomline...the employees are bored and u gotta do something to liven things up and get the satisfaction level up.
chow.
junaid
From India, Mumbai
Hi Vinay,
HR executive ensure that each and every employee in the organization has their performance apprisals with out any hassel... but for HR guys like us it is not done in proper manner.....
we don't get our promotions on the right time nor the hikes...... we are absly left behind....
HR executive ensure that each and every employee in the organization has their performance apprisals with out any hassel... but for HR guys like us it is not done in proper manner.....
we don't get our promotions on the right time nor the hikes...... we are absly left behind....
Dear Mr Vinay,
We are pleased to inform you that we are organizing a workshop on Certified Performance & Competence Developer at Bangalore.
This workshop shares all those tools which are highly effective in designing and implementing the effective PMS, Competence Mapping, Assessment Center, Training and Development.
Tools & Benefits of the program
The Two Day workshop covers the full cycle of Performance Management
and Competence Mapping, details of which are as follows.
MODULE 1: PERFORMANCE PLANNING & COMPETENCY MAPPING
Ø Characteristics of High Performance Groups
Ø Understanding People Performance Aspects
Ø Linking Performance and Competencies
Ø Understanding Competency framework and Cycle
Ø Creating an effective Competency Map
Ø Developing an effective Performance Enhancement Plan
MODULE 2: MONITORING OF PERFORMANCE & COMPETENCY
Ø Performance Monitoring
Ø Understanding the Competency Level
Ø Developing Competency Enhancement Plan
Ø Conducting Competency Assessment Centers
Ø Competency Assessment Methods
MODULE 3: PERFORMANCE APPRAISAL & MANAGEMENT
Ø Conducting effective Performance Counseling
Ø Conducting an effective Appraisal Meeting
Ø Developing On-Job Training Plan
Ø Creating Motivational Reward Process
Ø Creating a Mentoring Plan
Ø Handling difficult people and conflict situations
Ø Conducting On-Job Coaching
During the workshop we will be providing formats, samples and techniques to implement what you learn in the program. For example apart from the World Class Course material, you also will get formats for aspects like
Ø How to run a Mini Assessment Center
Ø Performance Appraisal Format Template
Ø RSI & Quan Comm
Ø O-net
Ø Magear and Pipes Model
And many such tools.
Certification:
The two day workshop will be followed by a 30 day assignment period during which the participants will have to do a project for which a project guide will be provided.[To be done at Home]
Once the project is complete, there will be an exam [Duration : 2 Hours] which the participants will have to take up.
Based on your performance in the Project and the Exam the certification will happen.
Program Reception and References:
The program has been very well received so far and below mentioned are some of the participants who are presently working in Top companies.
Name Designation Company
TN Vittal Asst. VP - Behavioral Training Polaris
Anuradha Director - South CII
T.V.Sreedhar Sr. Manager - HR Shriram Bioseed Genetics (I) Ltd
Vijay Kumar Tata Sr. Manager - HR & Admin BHEL-GE Gas Turbine Services
Swarnalatha J Manager - HR & Operations Navionics Engineering & Tech
Gayatri Nikkula Executive - HR Tata Consultancy Services Ltd.
V.Raghuraman General Manager - HR Wheels India Ltd - Chennai
P.Sivasankar Reddy VP - HR Apollo Health Street Ltd
A.V.Sreekanth Asst Mgr HR&Trg Lason India Ltd
The Program Dates:
Bangalore – 11th and 12th NOV 2005.
Venue:
The Taj Gateway, Residency Road, Bangalore
Pricing:
Rs 14,500/- per participant
[Inclusive of certification and course material]
Attractive offers especially for you…
Early Bird offer:
If you enroll yourself for the program on or before the 5th of Nov 2005 you can avail a discount of Rs 1,500/-.
Group Discounts:
We also have attractive discounts for Multiple nominations or Group Delegates
For Immediate Registrations please contact:
Mr Praveen: 98454 49037
Mr Rahul : 98452 64865
Ms Pooja: 080 5123 3173
Thanks and Regards,
We are pleased to inform you that we are organizing a workshop on Certified Performance & Competence Developer at Bangalore.
This workshop shares all those tools which are highly effective in designing and implementing the effective PMS, Competence Mapping, Assessment Center, Training and Development.
Tools & Benefits of the program
The Two Day workshop covers the full cycle of Performance Management
and Competence Mapping, details of which are as follows.
MODULE 1: PERFORMANCE PLANNING & COMPETENCY MAPPING
Ø Characteristics of High Performance Groups
Ø Understanding People Performance Aspects
Ø Linking Performance and Competencies
Ø Understanding Competency framework and Cycle
Ø Creating an effective Competency Map
Ø Developing an effective Performance Enhancement Plan
MODULE 2: MONITORING OF PERFORMANCE & COMPETENCY
Ø Performance Monitoring
Ø Understanding the Competency Level
Ø Developing Competency Enhancement Plan
Ø Conducting Competency Assessment Centers
Ø Competency Assessment Methods
MODULE 3: PERFORMANCE APPRAISAL & MANAGEMENT
Ø Conducting effective Performance Counseling
Ø Conducting an effective Appraisal Meeting
Ø Developing On-Job Training Plan
Ø Creating Motivational Reward Process
Ø Creating a Mentoring Plan
Ø Handling difficult people and conflict situations
Ø Conducting On-Job Coaching
During the workshop we will be providing formats, samples and techniques to implement what you learn in the program. For example apart from the World Class Course material, you also will get formats for aspects like
Ø How to run a Mini Assessment Center
Ø Performance Appraisal Format Template
Ø RSI & Quan Comm
Ø O-net
Ø Magear and Pipes Model
And many such tools.
Certification:
The two day workshop will be followed by a 30 day assignment period during which the participants will have to do a project for which a project guide will be provided.[To be done at Home]
Once the project is complete, there will be an exam [Duration : 2 Hours] which the participants will have to take up.
Based on your performance in the Project and the Exam the certification will happen.
Program Reception and References:
The program has been very well received so far and below mentioned are some of the participants who are presently working in Top companies.
Name Designation Company
TN Vittal Asst. VP - Behavioral Training Polaris
Anuradha Director - South CII
T.V.Sreedhar Sr. Manager - HR Shriram Bioseed Genetics (I) Ltd
Vijay Kumar Tata Sr. Manager - HR & Admin BHEL-GE Gas Turbine Services
Swarnalatha J Manager - HR & Operations Navionics Engineering & Tech
Gayatri Nikkula Executive - HR Tata Consultancy Services Ltd.
V.Raghuraman General Manager - HR Wheels India Ltd - Chennai
P.Sivasankar Reddy VP - HR Apollo Health Street Ltd
A.V.Sreekanth Asst Mgr HR&Trg Lason India Ltd
The Program Dates:
Bangalore – 11th and 12th NOV 2005.
Venue:
The Taj Gateway, Residency Road, Bangalore
Pricing:
Rs 14,500/- per participant
[Inclusive of certification and course material]
Attractive offers especially for you…
Early Bird offer:
If you enroll yourself for the program on or before the 5th of Nov 2005 you can avail a discount of Rs 1,500/-.
Group Discounts:
We also have attractive discounts for Multiple nominations or Group Delegates
For Immediate Registrations please contact:
Mr Praveen: 98454 49037
Mr Rahul : 98452 64865
Ms Pooja: 080 5123 3173
Thanks and Regards,
Hi All,
Ed Llarena, Jr. has aptly put in the HR performance measurements, I would like to add to it a little:
1. Opinions should be collected from all the top / middle level management regarding the performance of a HR manager.
2. From key employees
3. History of any greviences from the employees
4. Comparison with situation earlier and changed situation after the HR has / was given the responsibility etc
Apart from just the records and offerletters etc the human touch the HR provides to the organization is also imp, even that should be taken in view.
From India, Pune
Ed Llarena, Jr. has aptly put in the HR performance measurements, I would like to add to it a little:
1. Opinions should be collected from all the top / middle level management regarding the performance of a HR manager.
2. From key employees
3. History of any greviences from the employees
4. Comparison with situation earlier and changed situation after the HR has / was given the responsibility etc
Apart from just the records and offerletters etc the human touch the HR provides to the organization is also imp, even that should be taken in view.
From India, Pune
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