Senior Director Jemm Consultants
I agree with the suggestions.
PA system whether it 360 degree or any other tool, is an
instrument in the people development process.
The total focus should be on the employee
-facilitated by HRM
-driven by the LINE MANAGERS.
The process should help the employee to self motivate/
self manage the growth of the potential , with the
support of HRM / LINE MANAGEMENT.
29th May 2005 From India, Mumbai
i totally second the requirements of a good performance appraisal system as listed by you...
but ive got a few questions of my own... (many of them may seem unrelated to each other.. forgive me for that.. just letting my thoughts flow)
how many organisations do actually follow an objective appraisal system?????
do people have the time, money and inclination for it..??
moreover what happens in case of expatriates.. when yr boss or u are not in around each other fr major part of the year.. how can yr appraisor appraise you???
one of the major requirements of any PA system to succeed according to me is having a 2 way communication between the employee and his boss while setting the KRA's or the targets. which is necessary as while targets need to be challenging but achievable not impossible which will cause demotivation among the employees as they will give up without even trying to achieve the targets.
im moreso concerned with the scenario in PSU's...
its actually ironic as the superiors many a times just give good ratings but not excellent as that wil attract an inspection to determine if that employee is actually deserving..!!!
another thing is that itr rare that people maintain a critical incidents list to supplement the ratings given by them.
moreover even thou the HR manuals say that there needs to be periodic review of the goals set, it hardly happens... even the Hr department does not have the time or the energy for a follow up.. they ar so stuck up with the heaps of perfunctionary HR jobs and the fact that they have to go thru soo many people to ge even a simplest of the simple job to be done...
no wonder we complain about the culture persent at PSU's...!!
thou i truly beleive that with more and more PSU's facign tough competition from the private sector its time for them to shape up or ship out.
especially in the banking sector with most banks going in for core banking (the deadline being the year 2007) shuld make things better... Amen???
thats all from my side...
29th May 2005 From India, Agartala
Had lots of experience with this one and have learned from many mistakes but when you do it right the results can be major satisfying.
30th May 2005 From Canada, Ottawa
but i think that that appraisals should only be linked to development not pay and promotions. cause when they are linked to compensation decisions, they lose their power as a development tool.
Concerns were voiced initially that whether the process would be too time-consuming. This can be resolved in a way that with experience the evaluations take less time. Computerized forms may soon replace paper forms, further reducing the time needed to complete and route the forms and to tabulate results.
9th June 2005 From Pakistan, Islamabad
- Annual Assessment
- Upgrading etc
well, i am in a manufacturing company.. below are some the positions.
b) Line Leader / Shift Leader
c) Assistant Engineer / Senior Engineer / Maintenance Technician
d) Manager - Plant (Overall) / Production / QA / Finance / Logisitics/ General & Operation / Sales & Marketing
e) Executive - Admin / HR / Accountant / Sales Coordinator etc
How do i come up with a good appraisal ??
Thanks & Regards
13th June 2005