Dear All!
Our company is an IT organisation [www.pgmsi.com] in the field of Healthcare and we have opened our first Indian operation in 2001 in India. Here to start with, only 4 employees are working. Our Head Office is based in New York. I would like to know what type of performance Appraisal system would be suitable for our company. Please bear this in mind that whatever system you would suggest, it should be objective rather subjective.
I look forward to receiving your valuable response.
Regards,
Rekha
HR Executive
PGMS
www.pgmsi.com
From India, Delhi
14Our company is an IT organisation [www.pgmsi.com] in the field of Healthcare and we have opened our first Indian operation in 2001 in India. Here to start with, only 4 employees are working. Our Head Office is based in New York. I would like to know what type of performance Appraisal system would be suitable for our company. Please bear this in mind that whatever system you would suggest, it should be objective rather subjective.
I look forward to receiving your valuable response.
Regards,
Rekha
HR Executive
PGMS
www.pgmsi.com
From India, Delhi
hie reena
i feel that 180degree appraisal/rating scale appraisal might work well with your company as emp strength is low....try reachin out to ajmal...he may suggest smthin of real value...with substance....
regards
scare_crow
From India, Mumbai
i feel that 180degree appraisal/rating scale appraisal might work well with your company as emp strength is low....try reachin out to ajmal...he may suggest smthin of real value...with substance....
regards
scare_crow
From India, Mumbai
Hi Rekha
The issue of Subjectivity cannot be eliminated 100% in any mode of PMS. This is my understanding. This can be reduced to the greatest extent. And that is the reason why eminent people are against the PA process itself.
The Personal scoore card and BSC etc will enable you to circumscribe the degree of subjectivity for sure than a 180 degree top down appraisal
MBO aligned properly to your organization will be a good bet accorsding to me. But clearly defining organzational objectives and bringing them down to individual objectives is a task needed to be carried out carefully. Any misalignment in this space will lead to the process not serving the purpose.
A competency based approach can be looked at as well. Based on the process maturity levels at PGMS, you can look for the 360
degree model to eliminate the subjectivity and bias to a larger extebt
Else, 360 degree feedback can be conducted not as a part of the analysis but only from the perspective of mapping the competencies
We as Valuelanes, do similar excercise. Do let us know if we can help you in this regard
Cheers
Rajesh B
Valuelanes
Bangalore
98458 41000
From India, Bangalore
The issue of Subjectivity cannot be eliminated 100% in any mode of PMS. This is my understanding. This can be reduced to the greatest extent. And that is the reason why eminent people are against the PA process itself.
The Personal scoore card and BSC etc will enable you to circumscribe the degree of subjectivity for sure than a 180 degree top down appraisal
MBO aligned properly to your organization will be a good bet accorsding to me. But clearly defining organzational objectives and bringing them down to individual objectives is a task needed to be carried out carefully. Any misalignment in this space will lead to the process not serving the purpose.
A competency based approach can be looked at as well. Based on the process maturity levels at PGMS, you can look for the 360
degree model to eliminate the subjectivity and bias to a larger extebt
Else, 360 degree feedback can be conducted not as a part of the analysis but only from the perspective of mapping the competencies
We as Valuelanes, do similar excercise. Do let us know if we can help you in this regard
Cheers
Rajesh B
Valuelanes
Bangalore
98458 41000
From India, Bangalore
Hi Rekha, Im attachin a sample performance appraisal form. i dunno whether u can implement this format in your field. but its a general one, which can be used in varied fields Thanks & Regards
From India, Madras
From India, Madras
Dear All!
Thank you very much for your valuable response. I'll see which one 180 or 360 will be more effective according to our organisation / work culture. I have also been advised by Mr. Leo Lingam [one of the very famous expert / advisor] that 360 is getting more popular in the Indian IT circumstances. As and when I need any help I'll seek your valuable guidance. In the mean time, you have some good formats / readily available methods with you [keeping in mind our IT organisation in mind], I'll highly appreciate if you can send me.
Thanks & regards,
Rekha Singh
From India, Delhi
Thank you very much for your valuable response. I'll see which one 180 or 360 will be more effective according to our organisation / work culture. I have also been advised by Mr. Leo Lingam [one of the very famous expert / advisor] that 360 is getting more popular in the Indian IT circumstances. As and when I need any help I'll seek your valuable guidance. In the mean time, you have some good formats / readily available methods with you [keeping in mind our IT organisation in mind], I'll highly appreciate if you can send me.
Thanks & regards,
Rekha Singh
From India, Delhi
Dear Rekha,
Before one jump into appraisal mood, one should know Goals of the organization and management should have clear vision, where the organization should be from one year now. The goal should be told to all staff and their role should be briefed. Having done this, one can go for the 360, where Iam sure lot of creative feed back will be come forth. Take the criticism in the positive spirit and work to achieve the set targets.
Prasad ( :D
)
From India, Palakkad
Before one jump into appraisal mood, one should know Goals of the organization and management should have clear vision, where the organization should be from one year now. The goal should be told to all staff and their role should be briefed. Having done this, one can go for the 360, where Iam sure lot of creative feed back will be come forth. Take the criticism in the positive spirit and work to achieve the set targets.
Prasad ( :D
From India, Palakkad
Hi Rekha ,
I agree with rajesh that since the number of appraisee is small , you can go ahead with a 360 degree feedback since it comes out as one of the most objective performance management system till date.
However the biggest challenge in using a 360 degree feedback for assessment and evaluation lies in the way it is administered. My suggestion to this is that since the number of appraisee's is small you can spend a lot of time in training them how to use the system effectively and also on orienting them to the objectives of the system.
If you require more information on this system, you may go to the website of T.V. Rao Learning Systems. They are currently doing a lot of work in this area and you can even get in touch with them.their website address : www.tvrls.com
I agree with rajesh that since the number of appraisee is small , you can go ahead with a 360 degree feedback since it comes out as one of the most objective performance management system till date.
However the biggest challenge in using a 360 degree feedback for assessment and evaluation lies in the way it is administered. My suggestion to this is that since the number of appraisee's is small you can spend a lot of time in training them how to use the system effectively and also on orienting them to the objectives of the system.
If you require more information on this system, you may go to the website of T.V. Rao Learning Systems. They are currently doing a lot of work in this area and you can even get in touch with them.their website address : www.tvrls.com
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Maruti adopts `360 degree' appraisal system.doc
Impact Of Perception On Appraisal System.ppt