You should read a page of engish,be it from a newspaper or a magazine or maybe a story book,ple read it LOUDLY,n after a month start reading it in front of the mirror..even if your english is poor never stop talking in english...All d best n remember no one is PERFECT
From India, Bangalore
From India, Bangalore
Hi Deepak,
Thanks a lot for the valuable formats. However, how would you analyse information from this format and utilise it ? I understand the development plan bit but if I have to link this appraisal with salary increments, how would I do it ?
Your inputs will be really appreciated.
Thanks
Malini
From India, Delhi
2Thanks a lot for the valuable formats. However, how would you analyse information from this format and utilise it ? I understand the development plan bit but if I have to link this appraisal with salary increments, how would I do it ?
Your inputs will be really appreciated.
Thanks
Malini
From India, Delhi
Deepak,
You made a very good form. But there are some serious questions that you have to clarify/ answer:
1. You introduced a three (3) part (Performance Factor) tool with a fix weight assignment. The General Competencies factor was given 25% weight and has a total of 15 competencies to rate with a minimum score of 10 points (or 150 points for all 15). Question: How would HR process the scores to arrive at a logical 25% weight?
2. The Individual Objective was given 55% weight while the Team Objective was given a 20% weight. How would these weights be divided by each factor that would ensure fairness and objectivity?
3. The columns after the Team and Individual Objectives talks about "degree of achievement" and "score". What would be the basis for making an objective assessment/ judgment on each sub-factor enumerated?
Will each sub-factor use the same "Score Standard" proposed for the "General Competencies"?
4. Every organization has its own unique set of "corporate work values" and "competencies list". Does your list of 15 pre-identified "general competencies" mandatory or flexible to user organizations?
5. An appraisal tool to be effective must be user friendly. Have you pre-tested your standard "scores" and come out with a logical summary that can withstand legal questions?
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
You made a very good form. But there are some serious questions that you have to clarify/ answer:
1. You introduced a three (3) part (Performance Factor) tool with a fix weight assignment. The General Competencies factor was given 25% weight and has a total of 15 competencies to rate with a minimum score of 10 points (or 150 points for all 15). Question: How would HR process the scores to arrive at a logical 25% weight?
2. The Individual Objective was given 55% weight while the Team Objective was given a 20% weight. How would these weights be divided by each factor that would ensure fairness and objectivity?
3. The columns after the Team and Individual Objectives talks about "degree of achievement" and "score". What would be the basis for making an objective assessment/ judgment on each sub-factor enumerated?
Will each sub-factor use the same "Score Standard" proposed for the "General Competencies"?
4. Every organization has its own unique set of "corporate work values" and "competencies list". Does your list of 15 pre-identified "general competencies" mandatory or flexible to user organizations?
5. An appraisal tool to be effective must be user friendly. Have you pre-tested your standard "scores" and come out with a logical summary that can withstand legal questions?
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
Hi Deepak, It was so nice of you to share these forms... had a nice time and was completely moved with this. Thanks.. For people like us its nothing less than a treasure!!
From India, Delhi
From India, Delhi
can u help me,wat r duties and responsibility of hr training in hospital,pls i need help from u,
From India, Madras
From India, Madras
A performance assessment (PA) or performance evaluation [1] is a systematic and regular process that evaluates the performance of an individual employee and labor productivity in relation to certain pre-established criteria and objectives of the organization.
From India, Pune
From India, Pune
Dear Dwivedi, Many thanks for sharing these performance measurement tools. It has really helped me refine what I had prepared in relation to the balanced score card. Wambali
From Tanzania
From Tanzania
DEAR ALL
My management is interested to carry out appraisal of management by employee, such as suggestion or complaints reviews of employee about management, comments on processes of company , expected changes etc. can anyone help me in this. does anyone have any form.
NEED HELP
From India, Amravati
My management is interested to carry out appraisal of management by employee, such as suggestion or complaints reviews of employee about management, comments on processes of company , expected changes etc. can anyone help me in this. does anyone have any form.
NEED HELP
From India, Amravati
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Performance Appraisal Form for Staff.doc