Performance Appraisal - Performannce Appraisals [Thread 102561] - CiteHR
Human Resources
Office Assistant
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While going through the site i realised that bell curve is not an advisable method for Indian operations. I need a recommendation and understanding regarding the best system for performance appraisal in Indian operations.
Can anyone help me out?
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you can use the competence based PMS (Performance management system), that would be helpful!
or you can also use a simple rating system, based on the KRA(S). If you need any further clarifications, I can forward you the PMS system that I have designed myself.
I dont agree with the paper work for appraisal system. becoz it is depends on the immediate head of any employee. if there are good relations between head and employee than apparaisal report vl be sent good and if the relations are not good than apprasial vl be affected, hence no means of any apparasial formats.
hence apprasial form should be very simple application format for upgradation promotion/ increament and feed back should be taken from other employees work together in respect of each other and it should not be depend only on immediate head.
Dear All,
Hope you are doing well!
I am a member of the Citehr forum since one year.And frankly saying this is a wonderful site for Hr professionals like me.I have a very earnest question i.e. how to see the response for the question posted ?as till now I have posted some 3-5 questions but am unable to know are they responded.
My next question:What is the process flow for Performance Assessment System---employee(self rates)----the received form is rated by the direct reporting-------sent to HR for further processess?
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