26th May 2008 From India, Rajkot
HOW THE HELL CAN YOU TERM AN EMPLOYEE ASLOW PERFORMER IF HE TAKES MORE LEAVE, OR DOES NOT HELP COLLEAGUES,,
AN EMPLOYEe MAY HAVE MANY PERSONAL REASONS TO TAKE LEAVE< AND IF U CANT UNDERSTAND THAT< THEN WHY THE HELL U TOOK HR JOB..
DO YOU YOURSELF HAVE GOOD RAPPORT WITH UR EMPLOYEES, IM SURE U DONT, AND NEITHER U HELP UR EMPLOYEES SO IT IS TERMED THAT ALL HR ARE LOW PERFORMERS WHO JUST SIT IN OFFICE..AND WHILE AWAY TIME...
COME ON GET AWAY FROM THIS SICKNESS,
AND STOP KEEPING A 24 HR watch ON EMPLOYEES..
EMPLOYEES DO PERFORM JUST LEAVE THEM THEIR WAY ALONE,, AND DONT THINK THAT UR SOME EXCELLENT PERFORMER,,
27th May 2008 From India, Pune
if u have to do 100% of job in 30days but u end up taking 20days off (for watever reasons)....how much % of job wud u have completed in 10days? 33.3%....i think thats 'Low Performance' by any standards.
u dont work individually in any position. u HAVE to be a team player. ur attitude is more important than ur aptitude. if u cant help ur teammates, then that means there is something wrong with ur attitude. That also amounts to 'Low Performance'.
And what exactly do u mean by 'Understanding Employees'? giving u a higher rating irrespective of ur performance just because of ur 'personal problems'?is that 'Understanding' to you?
I think not. For such a low rating, under normal circumstances, u have to terminate an employee. But instead if HR has given u a low rating and kept u onboard, thats because it 'Understood' that your low performance is becasue of your 'personal problems' and hopes that you improve your performance next year.
i think its high time u quit complaining and whining about HR.
27th May 2008 From India, Hyderabad
1. Outcomes – objectively measurable outputs resulting from the employee’s work. These include productivity, efficiency and accuracy measures.
2. Behaviors – observable actions by the employee that may not directly impact outcomes but are required or discouraged by the values and policies of the organization. These include poor punctuality, aggressiveness, non-cooperation and so on.
I ask again: Why do you want to compile a comprehensive list? Whatever the symptom, I feel it then fruitful to find out why the employee is behaving in that way or not performing. I recommend using my diagnostic flow chart do diagnose the cause of poor employee performance. It’s a handy tool for supervisors to use. You can see it at www.businessperform.com/html/poor_employee_performance.html I hope you find it useful.
Author: From Training to Enhanced Workplace Performance
28th May 2008 From Australia, Glen Waverley
m looking for various types of PMS FORMS which are being used in Manufacturing Industries
Require various types of PA format at the below mentioned levels -
1. Self Appraisal
2. Company Appraisal
a) Appraisal of worker by Supervisor
b) Appraisal of Supervisor by Manager
c) Appraisal of Manager by Management
please mail any one having formats then please
22nd December 2018 From India, Mumbai