Hello. I am a newbie here. I plan to make 80 pages worth of Performance Appraisal System Kit. Any ideas as to what I should include apart from the checklists, sample letters, appraisal form templates, etc.?
Thank you.
- Ja G.
From Philippines, Quezon City
Thank you.
- Ja G.
From Philippines, Quezon City
Hi there,
You will find a lot of supporting document to help you develop a Performance Appraisal Kit. However why don’t you discuss the following.
What is performance appraisal
How did it start & who started it
Different types of performance appraisal :
360° Performance Appraisal:
What is it
Why was it created,
How does it work
what is the advantages & disadvantages of this method of this method
who would benefit from it most (individuals / Industrial )wise
Samples of the 360° performance appraisal form (blank)
Samples of the 360° performance appraisal form (filled )
Appraisal By Objective
What is it Appraisal by Objective
Why was it created,
How does it work
what is the advantages & disadvantages of this method
who would benefit from it most (individuals / Industrial )wise
What is Competence
What is Key Performance Indicator (KPI)
What is Key Result Area (KRA)
Samples of Performance Appraisal By Objective (blank)
Samples of Performance Appraisal By Objective (filled )
Other Methods of Performance appraisal
Samples of these appraisal forms blank & filled in so there is no ambiguity on how these are used
From Oman, Muscat
103You will find a lot of supporting document to help you develop a Performance Appraisal Kit. However why don’t you discuss the following.
What is performance appraisal
How did it start & who started it
Different types of performance appraisal :
360° Performance Appraisal:
What is it
Why was it created,
How does it work
what is the advantages & disadvantages of this method of this method
who would benefit from it most (individuals / Industrial )wise
Samples of the 360° performance appraisal form (blank)
Samples of the 360° performance appraisal form (filled )
Appraisal By Objective
What is it Appraisal by Objective
Why was it created,
How does it work
what is the advantages & disadvantages of this method
who would benefit from it most (individuals / Industrial )wise
What is Competence
What is Key Performance Indicator (KPI)
What is Key Result Area (KRA)
Samples of Performance Appraisal By Objective (blank)
Samples of Performance Appraisal By Objective (filled )
Other Methods of Performance appraisal
Samples of these appraisal forms blank & filled in so there is no ambiguity on how these are used
From Oman, Muscat
Mr. Anayaat
your idea is very good.Thanks for sharing the idea. I would like to include the competency mapping- how to start it, from what point competency mapping should initiate, method and entire procedure of competency mapping. I will give some posting on this in my next post.
keep posting on the discussion.
From India, Mumbai
your idea is very good.Thanks for sharing the idea. I would like to include the competency mapping- how to start it, from what point competency mapping should initiate, method and entire procedure of competency mapping. I will give some posting on this in my next post.
keep posting on the discussion.
From India, Mumbai
Hi
It is important to understand the nature and maturity of the organisation you plan to create this appraisal kit for.
This will decide the depth in which you would like to go in. e.g. 360 degree feedback every one will talk about, but if there is no system in place and environment is not mature, it will fall flat and will be used as an opportunity to vent ire than real 360 degree.
80 pages are also to me are too much for anyone to read and retain.. try restricting it much more small size.
From India, Bangalore
It is important to understand the nature and maturity of the organisation you plan to create this appraisal kit for.
This will decide the depth in which you would like to go in. e.g. 360 degree feedback every one will talk about, but if there is no system in place and environment is not mature, it will fall flat and will be used as an opportunity to vent ire than real 360 degree.
80 pages are also to me are too much for anyone to read and retain.. try restricting it much more small size.
From India, Bangalore
Hi there,
With reference to competence mapping you rely on two things
•Generic Competence decided by the management all employees should have
•And job related competence determined by the Job description of the position it self
•Develop a questionnaire to find what are the existing competence in every individual holding these posts
•Then you do gap analysis between required and existing
•Then you do the necessary training and development to close the gap weather, on job training, in house training, overseas training, job enlargement or even educational training and professional certification
•All these lead to competence & career planning
That’s how competence mapping is done in brief. Please go through this cite you will find a lot of materials that can help you develop competence kit for every one, if you need help please do ask am ready for it.
From Oman, Muscat
With reference to competence mapping you rely on two things
•Generic Competence decided by the management all employees should have
•And job related competence determined by the Job description of the position it self
•Develop a questionnaire to find what are the existing competence in every individual holding these posts
•Then you do gap analysis between required and existing
•Then you do the necessary training and development to close the gap weather, on job training, in house training, overseas training, job enlargement or even educational training and professional certification
•All these lead to competence & career planning
That’s how competence mapping is done in brief. Please go through this cite you will find a lot of materials that can help you develop competence kit for every one, if you need help please do ask am ready for it.
From Oman, Muscat
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Performance Appraisal System.doc
A SIMPLE STUDY ON PERFORMANCE APPRAISAL SYSTEM.ppt