From "jainulabudeen" : Dear All,
I am working in Ready mix concrete company. We have around 700 employees from Blue color to white color employees. I am planning to implement Performance Management system. Can any one guide me how to create the Appraisal forms and on what basis to evaulate on professional way. Kindly give me any suggestion and format.
11th December 2015 From India, Madras

HR_ROY 81
Dear ,

Prior doing performance appraisal you need to have KRAs and KPIs of respective positions in place.

During Performance Appraisal behavioural and functional qualities of an employee are judged. For behavioural qualities 360' feedbacks may be collected from own team,cross-functional teams and outsiders. However for functional qualities feedbacks may be collected from the persons with whom the employee has a direct working relationships or to whom providing services.

The behavioural qualities may be judged by setting some questionnaire and the functional qualities shall be judged on the basis of KRAs and KPIs.

It is always believed that 360' performance appraisal shouldn't be done if your company doesn't have healthy and transparent work culture as this may lead to wrong conclusion due to biasing. In this case a simple 180' behavioural and functional judgement can be done for appraisal.

Remember ,appraisal is not about only gathering feedback for any employee for the purpose of salary/designation increment. Its a tool to know what's the strength and weakness of employees and will help HR decide whether to take any corrective action for that employee's growth or any restructuring in any team needed. It helps in making strategy for future organisational development.
14th December 2015 From India, Delhi
saswatabanerjee 1778
It would be very difficult for someone to make an appraisal form or system for you just based on the fact that you work for ready mix industry. Unless ofcourse someone is in that particular industry and gives you his existing forms.

An appraisal system needs to be tailored to your company, depending on the nature, maturity of the management, etc. Further it depends on the goal - is it to decide the amount of increment ? Or is it to track performance (de-linked from increments) ? Do you intend to use this to train the employee to work better ? And ofcourse whether it's a top-down approasal or a 360 degree (appraisal of seniors by subordinates in addition to appraisal of subordinates by the senior).

Either you need to think it out and design on your own (enough material on Google - but be ready for a failure and revision as you run into practical difficulties) or you can hire a consultant to do it. There are enough experts on this forum, including my firm, who you can tap for such an option.


14th December 2015 From India, Mumbai
Dinesh Divekar 3711
Dear Jainulabudeen,
It appears that you have not checked past queries on this forum related to Performance Management System (PMS) or Performance Appraisal (PA). To refer my past reply on Performance Management System (PMS), you may refer the following link:
http://www.citehr.com/511936-pms-company.html
To know more about Performance Appraisal, you may click the following link:
http://www.citehr.com/521259-perform...ny-method.html
Thanks,
Dinesh Divekar

14th December 2015 From India, Bangalore
Rajarshi Chakraborti 2
Hello Jainulabudeen,
You can use the following 15 questions for effective employee evaluation for setting up KRA and how to derive them KPI.
You can either follow a Google OKR concept. Or the most popular method and effective one is Balance Scorecard Prospective. Here you can set the form under different categories, for example https://www.youtube.com/watch?v=DcA_-nsXVs0
You can setup the form like :
Performance Measures : Measurable : Yes/NO
KPI :
Objective :
Description
Once you have got that in place, you can use a Performance Management system like https://grosum.com/home.do to make the process more streamlined, and easy for your employees as well as managers.
Goodluck with that.
Rajarshi
www.grosum.com
21st January 2016 From India, Howrah
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