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I have some query on PM. Hope to receive replies on the below questions:
1) Performance appraisal VS Potential Appraisal (format in doc file)?
2) critical incident techniques VS graphic rating scales? how to develop a rating scale?
3) performance appraisal VS performance management?
4) What are the factors which affect ratings in performance appraisal?
5) Explain Behaviorally anchored rating scales?
6) What are the areas where performance management systems data can be used?
7) What are the PMS used in your company (KRA, MBO, 360 etc).

From India, Kalyan
Hr & Administration Specialist
Deputy Manager Hr
Hr Professional
+2 Others

what performance appraisal system would you develop for the secretaries in a university if they receive a pay increase every year depending on their performance?

i cn just solve the query on performance mngmnt v/s performance appraisal..
PA consisted of only annual review,i.e,review only once a year while PM focusses on continuous review thruout the year.
PA didn't clear what wasexactly expected of them on basis of which they would be evaluated and what were the measurement procedures.PM has established performance measures.
PA did not focus much on the training and development needs.PM does both qualitative and quantitative analysis.
PA was influenced by various biases like halo effect,etc but PM establishes systematic procedures.
PA linked only to pay and rewards. but PM constructively leads to overall personal growth of an individual.
Amrita :)

From India, Delhi

hi friend good to see your keen interest on the topic PMS as whole i was also doing project on the same topic i have got info from the same cite u just need to check the posts thanked by me
From India, Mumbai

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From United Kingdom, London

Attached Files (Download Requires Membership)
File Type: pdf AMACOM - The Bible On Leadership.pdf (1.43 MB, 1801 views)


Hi Friends :
Please find attached Excel Sheet which has clearly foucussing on Performance Appraisal by using the tool of Balance Score Card. In this sheet I have devided the PAs in two parts :
1. Individual Goals Section (i.e. KRAS)
2. Individual Attributes
Every eligible employee can have the individual assement and the same can be reviewed by next level manager. You can also mention the difficulty level (by giving proper ratings - using drop down values) followed by Ratings given by the managers.
Also in the second sheet i have mentioned some definitions for this which is most important to use. That will tell us about how to calculate the ratings etc.
Hope this will be very useful to all HR folks.
Srinivasa Rao Gannavarapu
Manager - Human Resources
Note : This you can utilised once the Roles and Reponsibilities are clearly defined.

From India, Hyderabad

Attached Files (Download Requires Membership)
File Type: xls PMS_Form.xls (44.5 KB, 5424 views)

Hi every body

We can find this info by using search box in the top of website

or use term: keywords at Google is everything.
Apart from that, you also ref more information at: Performance management books

Best regards

From Vietnam, Hanoi
Hi Rao - Thanks for sharing PMS form, its really good. I have few doubts such as in "INDIVIDUAL PERFORMANCE RATING" you have mention A and B what is that and also can you fill sheet with exmaple. evry thing is clear apart from calculation of "INDIVIDUAL PERFORMANCE RATING"


I have a question on the PMS you have posted. Why you have not considered the Training & Development part of the PMS. In order for employee to acheive their goals the organiation has to take the necessary steps to ensure they are trained and developed inorder to acheive their KPI Or in you case KRA? can you improve on this form in that respoect?
From Oman, Muscat
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