what is the best appraisal system to follow in a small company sizing about 20-25 emplyees spread across 4 locations PAN India?
From India, New Delhi
From India, New Delhi
pick a position. try to identify how you can measure various parameters.. share the same.. will help you improving.
From India, Delhi
41From India, Delhi
for small company of about 30-40 employees, I prefer appraisal to be done for employees as per their DOJ. This is prevent us to the appraisal at fixed time, will avoid us for forced rankings, also the curosity of knowing one's ranking is out of context since in this situation, no-one apart from HR and concerned employee will keep track of appraisal happening.
what do you think?
From India, New Delhi
what do you think?
From India, New Delhi
appraisals with varying dates will defeat the very purpose.
How else would you budget for cost of living indexation/ merit increases/ succession planning..
forced ranking is merely a tool to factor in limited budgets.
transparency in rankings is critical in a performance centric environment.
From India, Delhi
How else would you budget for cost of living indexation/ merit increases/ succession planning..
forced ranking is merely a tool to factor in limited budgets.
transparency in rankings is critical in a performance centric environment.
From India, Delhi
simple example:-
for a recruiter:-
1. PERT/ CPM method (cycle time at various stages)
2. quality of candidates- % of good performers (lets take end of year cycle)
3. cost at various stages (can be benchmarked to other consulties/ companies, a good example is APQC process classifcation framework)
4. whether you are an equal opportunity employer or not (lots of employers discriminate against age/ sex/ religion/ region/ rehabilitation of convicts/ ex servicemen/ people from rural or marginalised populace etc
4. can they make/ review a position description ( Position descriptions are made on "must haves" not "good to haves" ) how much money did u save in terms of lower salary of hire n longeivity of hire ?
5. share of mind/ penetration in the market ( how much are they increasing on quarter to quarter basis)
6. assessment methods used (MBTI/ RSI/ TAT), Behavioural event interviewing etc.
7. vertical knowledge (knwoeldege management techniques leading to lower cost/ cycle time etc)
etc
From India, Delhi
for a recruiter:-
1. PERT/ CPM method (cycle time at various stages)
2. quality of candidates- % of good performers (lets take end of year cycle)
3. cost at various stages (can be benchmarked to other consulties/ companies, a good example is APQC process classifcation framework)
4. whether you are an equal opportunity employer or not (lots of employers discriminate against age/ sex/ religion/ region/ rehabilitation of convicts/ ex servicemen/ people from rural or marginalised populace etc
4. can they make/ review a position description ( Position descriptions are made on "must haves" not "good to haves" ) how much money did u save in terms of lower salary of hire n longeivity of hire ?
5. share of mind/ penetration in the market ( how much are they increasing on quarter to quarter basis)
6. assessment methods used (MBTI/ RSI/ TAT), Behavioural event interviewing etc.
7. vertical knowledge (knwoeldege management techniques leading to lower cost/ cycle time etc)
etc
From India, Delhi
Dear All, I need a help can anybody help me out how to frame a outline and go about the project for prformance management system and its effectiveness in the organisation. Regards, Neha
From India, Mumbai
From India, Mumbai
There are many ways to do performance appraisals and it depends on your approach. The traditional way of annual reviews is time consuming, dreaded by everyone and not as accurate as their metrics suggest. You can find hundreds of articles on this topic. Particularly for small organisations without a big HR team, I suggest an easy approach which allows you to monitor performance and enhance engagement without much effort. I work for Small Improvements, a new performance review tool that simplifies performance management. It has 4 lean features:
- continuous feedback
- 360 degree feedback
- objective management and tracking
- simple and easy performance review.
We are specialising in small to medium sized businesses, you can use and test Small Improvements for free for up to 10 users and it is very affordable there after with no hidden cost, set up fees or contracts to tie you in.
Good luck with your research, check out our website and feel free to ask more questions if you are keen to explore the idea of an ongoing performance management system.
Cheers,
Linda
From Australia, Sydney
- continuous feedback
- 360 degree feedback
- objective management and tracking
- simple and easy performance review.
We are specialising in small to medium sized businesses, you can use and test Small Improvements for free for up to 10 users and it is very affordable there after with no hidden cost, set up fees or contracts to tie you in.
Good luck with your research, check out our website and feel free to ask more questions if you are keen to explore the idea of an ongoing performance management system.
Cheers,
Linda
From Australia, Sydney
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