From "alankrita sharma" : Dear all, I would like to know about the performance appraisal system for two companies of different sector. Thanks and Regards Alankrita
15th February 2013 From India, Mumbai

Ankita1001 723
Pls chk below mentioned links. Also why do you wish to know PMS in two different sectors? Is this some survey or knowledge understanding or project work or you wish to implement something in your organization?
http://www.citehr.com/172206-perform...#axzz2KwXRVI8D
http://www.citehr.com/105528-article...em.html#413211
http://www.citehr.com/374528-perform...#axzz2KwXRVI8D
http://www.citehr.com/18999-devolopi...#axzz2KwXRVI8D
http://www.citehr.com/112143-perform...#axzz2KwXRVI8D
http://www.citehr.com/405183-perform...#axzz2KwXRVI8D
15th February 2013 From India, Mumbai
alankrita sharma
Dear Ms. Shah, I appreciate your help. I need the analysis of difference between the type of appraisal system that is used in two sectors. This is a project I am working on. Regards Alankrita
15th February 2013 From India, Mumbai
B K BHATIA 464
Irrespective of companies, the Performance Appraisal Systems are broadly of two types: (i) Goals/ KRAs based (ii) Competencies/ skills based. Some companies have a mix of the two, by allocating weights to each. For example, Goals/ KRAs may carry 60 % weight & the Competencies/ skills may have the balance 40%. The distribution of weights may differ as per employee level. For example, in the case of Managers, Goals/ KRAs may have 80% weight & for their subordinates, it could be only 40%. Reason for the same is 'employee development'. Development plans are based on competencies/ skill gaps & there is a bigger need to focus on the same for employees with lesser experience. The senior lot are fairly developed & it is time that they deliver as per goals.

Hope it gives you a fair idea, Alankrita, about the basis of design of performance appraisal systems. Well, that is an introduction only since the full design is a complex process, involving interplay of many variables, and based solely on the maturity of HR processes of an organization.
15th February 2013 From India, Delhi
Ankita1001 723
Hi Alankrita,

I do not have much details as I have only so much information as was shared with me when I went for interview there. Hopefully you can dig further -

I had been to this company which is into consulting industry. The consultation is not the HR/Recruitment consulting. They are into market and financial consultation and have global presence and is a reputed name in the market.

They follow a 360 degree appraisal process -

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. Some even go to the extent of getting feedback form their customers.

Using a 360 degree feedback system for Performance Appraisal is a common practice, but not always a good idea. It is difficult to properly structure a 360 feedback process that creates an atmosphere of trust when you use 360 evaluations to measure performance. Moreover, 360 feedback focuses on behaviors and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process. It is certainly possible and can be beneficial to incorporate 360 feedback into a larger performance management process, but only with clear communication on how the 360 feedback will be used.

What a 360 Feedback Survey Measures:

  • 360 feedback measures behaviors and competencies
  • 360 assessments provide feedback on how others perceive an employee
  • 360 feedback addresses skills such as listening, planning, and goal-setting
  • A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness


What 360 Feedback Surveys do not assess:

  • 360 feedback is not a way to measure employee performance objectives (MBOs)
  • 360 feedback is not a way to determine whether an employee is meeting basic job requirements
  • 360 feedback is not focused on basic technical or job-specific skills
  • 360 feedback should not be used to measure strictly objective things such as attendance, sales quotas, etc.


Pls check this as well

http://www.psychtesting.org.uk/downl...16F322&ext=pdf
15th February 2013 From India, Mumbai
alankrita sharma
Dear all, Thank you all for your guidance. But i know about the types of methodology used. I want to know about the system and method of appraisal a company is using in real time. Regards Alankrita
15th February 2013 From India, Mumbai
Ankita1001 723
HI Alankrita,

As far as the process is concerned,

each organization has peculiar ways.

The firm i talked of used this approach -

They have a questionnaire designed for the performance evaluation. The forms are given to the appraisee (employee) for self evaluation and his/her immediate supervisor to evaluate him/her.

Usually an employee is allowed to recommend 2-3 of his peers (team-mate), 2-3 of the customers (if any) and likewise. The HR can than choose from his/her end whom to ask for evaluation.

Feedback are all brought together and collated for every individual based on the group or set of people who evaluated them. They use some database handling mechanism.

Once the data is collated, all the ratings are put forward (Pls note questionnaire is designed so that ratings are taken and feedback is collected) and an average rating is given.

Then there is a one-to-one meeting (employee, his supervisor and the hr) and feedbacks are shared constructively and thereafter employees are asked again what would they rate their performance as.

Revision of ratings after a detailed meeting, there is an option of distributing the people by giving them percentiles. We call it normal distribution.

I hope this was suting your question.

@MyHrSoft

From the query she do not need a software or a tool to help her do performance appraisal for her people. Its a project she's working on. Perhaps academical. Please comment if you could add to her knowledge. You already asked her to contact you if incase she needs your tool. Do not be so desperate to advertise yourself as this is a knowledge sharing forum. And if there is something you wish to answer her personally, I would suggest kindly advice it on this open forum so that we all can learn and grow simultaneously...

Please do not misunderstand me but when the thread grows, it becomes a little confusing when we see posts with practically no knowledge in it posted again and again. Hope you understand.
15th February 2013 From India, Mumbai
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