Hi HR Gurus,
I am in a process of preparing Performance Review Form. Ours is an IT Staffing Industry. Im preparing quarterly performance review sheet. Ive divide it into two parameteres which is business and values. Business holds 70% and Values 30%. Im attaching the file in whch ive written all the parameteres to be evaluated. Im confused to hw to rank a person on all these parameteres. This is the first time m wrkng on performance management. So, please guide me how to go bout it. Please help me. Its a learning phase for me.
Waiting for a good response.
Thanks
Anjali
From India, Hyderabad
I am in a process of preparing Performance Review Form. Ours is an IT Staffing Industry. Im preparing quarterly performance review sheet. Ive divide it into two parameteres which is business and values. Business holds 70% and Values 30%. Im attaching the file in whch ive written all the parameteres to be evaluated. Im confused to hw to rank a person on all these parameteres. This is the first time m wrkng on performance management. So, please guide me how to go bout it. Please help me. Its a learning phase for me.
Waiting for a good response.
Thanks
Anjali
From India, Hyderabad
Dear Anjali,
We also have a quarterly review system in our organisation. Though the parameters are different, but the method of review is as follows:
We have major 8 parameters on which we evaluate our employees and each parameter carries 15 points.
Further, Each parameter is divided into 3 sub parameters which are worth 5 points each.
Method:
Supervisors rate their team members on each sub parameter i.e. they give points out of 5. Thus, we get a total for the main parameter i.e. a score out of 15.
Similarly it is done for all the 8 parameters.
Final Assessment
Total of all scores given is calculated and then is divided by 120 i.e. (15*8)
And it is multiplied by the maximum points on the rating scale.
We have a scale of 10 points....this gives us an average of the scores obtained.
Rating
A - Outstanding (9-10)
B - Above Average (7-8)
C - Average (5-6)
D - Below Average (1-4)
We have decided upon a percentage of salary hike for each rating. So, depending on the scores obtained which ever category an employee falls in we decide on his / her increment amount.
I hope this will be of help to you.
Regards
Bhavna
From India, Delhi
32We also have a quarterly review system in our organisation. Though the parameters are different, but the method of review is as follows:
We have major 8 parameters on which we evaluate our employees and each parameter carries 15 points.
Further, Each parameter is divided into 3 sub parameters which are worth 5 points each.
Method:
Supervisors rate their team members on each sub parameter i.e. they give points out of 5. Thus, we get a total for the main parameter i.e. a score out of 15.
Similarly it is done for all the 8 parameters.
Final Assessment
Total of all scores given is calculated and then is divided by 120 i.e. (15*8)
And it is multiplied by the maximum points on the rating scale.
We have a scale of 10 points....this gives us an average of the scores obtained.
Rating
A - Outstanding (9-10)
B - Above Average (7-8)
C - Average (5-6)
D - Below Average (1-4)
We have decided upon a percentage of salary hike for each rating. So, depending on the scores obtained which ever category an employee falls in we decide on his / her increment amount.
I hope this will be of help to you.
Regards
Bhavna
From India, Delhi
Thanks a lot Bhavna for ur help... One more thing can also please guide me how to link these quarterly reviews with yearly appraisals. Is thr any format u can share with me. Thanks Anjali
From India, Hyderabad
From India, Hyderabad
Dear Friend, for your referance i am sending the below attachment,it may be usefull for you. Thanks' krishna.
From India, Hyderabad
From India, Hyderabad
Hi!
Bit surprised to know the way PMS is driven. Forms never drives performance management. It is the way the PMS process ( as an important people process not HR process ) is positioned in the company. In order to drive performance culture in the organisation : Employees should believe that the PMS process has an alignment of individuals goals to organisational goals secondly the process should have development aspects in terms of competency evaluation. From an employer point of view, How the organisational goals are cascaded to hold accountabilities in individuals.
Once this is clear for both sides, it is easy to drive PMS. or else it will be only paper driven exercise. Qtrly appraisals are widely used by US companies to focus on Qtrly sales. But is not advisable where PMS system is immature. Only where there is Strong leadership driven performance management, this can hold or else employees will like Qtrly appraisals which is tedious. Again what is pertinent to one organisation is different than other, So I'm not expert ot comment on this.
All I would say as an HR professional create a culture where your system drives the performance.
From India, Mumbai
Bit surprised to know the way PMS is driven. Forms never drives performance management. It is the way the PMS process ( as an important people process not HR process ) is positioned in the company. In order to drive performance culture in the organisation : Employees should believe that the PMS process has an alignment of individuals goals to organisational goals secondly the process should have development aspects in terms of competency evaluation. From an employer point of view, How the organisational goals are cascaded to hold accountabilities in individuals.
Once this is clear for both sides, it is easy to drive PMS. or else it will be only paper driven exercise. Qtrly appraisals are widely used by US companies to focus on Qtrly sales. But is not advisable where PMS system is immature. Only where there is Strong leadership driven performance management, this can hold or else employees will like Qtrly appraisals which is tedious. Again what is pertinent to one organisation is different than other, So I'm not expert ot comment on this.
All I would say as an HR professional create a culture where your system drives the performance.
From India, Mumbai
Hi,
My name is Jijo. I am working with a inbound tour company based in cochin in the administration department. we dont have a seperate hr department. Our management have entrusted me to do a performance review for all the employees for yearly salary appraisal.
Can any one help me with some kind of idea or format.
From India, Ernakulam
My name is Jijo. I am working with a inbound tour company based in cochin in the administration department. we dont have a seperate hr department. Our management have entrusted me to do a performance review for all the employees for yearly salary appraisal.
Can any one help me with some kind of idea or format.
From India, Ernakulam
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