Please Help Me Review Our Performance Appraisal And Design A Better One - CiteHR
Mp2501
Training & Development
Cite Contribution
Community Manager
Sakshi Khera
Associate Hr Manager
+3 Others

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Dear All, Can any body help me out with better appraisal system which may satisfy all the employees as well as the management. Divya HR
hi divya I can help you out but could you plz let me know for which organisation you want and for which level. regards sakshi
Greetings ,
Our suggestions to your question would be fruitful if your share the following:
  • What is the appraisal process that you have ?
  • What are the difficulties that you are facing right now ?
  • Why do you need to change implement more precisely what are the result that you wish to create?
  • Share an introduction about your company? Which sector does it belong to? How many employees are there?
Please do find some reference documents as shared in this community:
11Methods of PA
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
Regards,
(Cite Contribution)

it is a group of companies where in head office only we have more than 200 employees of different grades and departments.till yetthre is no particular P.A process .It is new for them .
Hi dear,
we are a mumbai based training and people development company, which worked a lot on P.A. process for different companies, we also have a good film based on appraisal skill, which can help you to fulfill your need, you can further contact us on 022-67987491/9702221213.
Warm Regards
Chandra Upadhyay

Greetings,
Its considerably a large set up. Please consider these suggestions:
  • Please build on your knowledge on how to design, review and implement changes in a Performance Appraisal system. Its your knowledge that will help you identify what changes you require.
  • Involve an expert who have implemented this earlier. This exercise will require a lot of inputs with accuracy. The process would include , reviewing what needs to be improved, redefining KRA sheets, identifying and aligning the job groups , designing the calculation for salary increase aligned with the over all organization budget and many more.
  • If you have manged this exercise before , you would have an idea of what I have mentioned.
  • Incase you don't have a budget to hire a consultant for the complete process, at least involve one to review the program that you design.
Share what situation is it for you and allow us to contribute further to resolve this.
Regards,
(Cite Contribution)

Hi I am working for one FMCG company. We have a very good online system of PA. If it is not possible to develop an internal portal what you can do.....
1. Ask every employee to set their KRA in consent with their superior.
2. Then ask them to reveiw their KRA on scale of 1 to 5 after 6 months.
3. Send reviewed KRA to their superior and ask them to review it on scale of 1 to 5. and yes dont forget to ask superior to sit and review with the employee.
4. And finally to stop biasness, let it reviewed by plant head on same scale of 1 to 5.
5. Finally take comment of employee on form.
Now take average of score of all and decide increment and promotions.
TC
Meenakshi

Further to my thread, we should understand that different employees work in different departments and in that context their roles are different and extremely difficult to equate, say a manufacturing process supervisor and a sales supervisor and a office supervisor....things needs to be understood in the right context of organizational functioning ...looking forward to sharing of internal inputs in confidence to develop a model...
Dear Divya,
Greetings from Team Kapgrow!!
We are a corporate consultancy organization and can help you in the design and implementation of the performance management system.
Please feel free to contact us, if you wish to avail professional services in the matter.
Thanks,
Kind Regards,
Avika Kapoor
Assistant General Manager - Business Development
E-174, Kalkaji, New Delhi-110019
, 7503110322

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