Performane Appraisal - CiteHR
Hr & Administration Specialist
Working In Axis Entertainment Ltd.
+4 Others

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I am working with small organisation as HR which is engaged in to banking softwre development having approximate 70 employees. i want some easy methods of performance appraisal which can be easily implemented. also I want some HR techniques which i can apply.

Respected member,
Should you use the search key there are tones of material on the subject you have risen, if you take a closer look on the right side of this page you will find a column with same topics listed.
Happy reading

Hi Pranali,
First of all ensure from Management regarding Appraisal Due dates.
1. If quarterly basis - 1st April, 1st July, 1st October, 1st January
2. If half yearly basis - 1st April, 1st October
3. If yearly basis - 1st April.
Prepare Appraisal Forms for both Executive Grade and Manager Grade. Confirm from concern person for departmentwise appraisal budget.
Prepare excel sheet for employees who are to be appraised in a particular period. Start process atlease before 45 days from due appraisal date.

Thanks kanchan. my organisation using rating method and self appraisal method. what other i can use which are less time consuming and effective. Regards, pranali
Hi ! I am pursuing M.B.A. in HR. i want project report of performance appraisal system which can be usefull for my project. Regards, Pankaj
can anyone tell me our organisation is a small organisation we are having around 200 employees and i joined recently in the HR deptt.My main KRA is to monitor other kra's so could you pls suggest me what is the time period of monitoring kra's and performance appraisals method.can we maintain KRA on quarterly basis and performance appraisal method on yearly basis??
hii pankaj, you can get project report on performance appraisal on google as well as on this cite. go through that. regards, pranali
subject- performance appraisal how can i make my project on performance appraisal? what should be the objectives of performance appraisal
Monitoring of KRA depends upon the size of organization and nature of KRA firstly it should not be a very vague secondly it needs to be communicated and displayed at prominent locations and documents
Parameters for monitoring and measuring the KRA needs to be objective and not subjective so that ambiguity is not present in the KRA and it is easily focussed monitored and measured.

Hi all of you,
Am trying to figure out an appraisal system for our sales team. it mainly comprises of sales pharma guys. could some one out there help me out to form a good appraisal system or guide me as to how and what points need to be taken in mind while formulating the same.
Thanks to you all,
Minu Saji

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