Soumik1570
Calcutta University
Adminexecutive
People Management
+2 Others

Dear All,
Please suggest me i have few queries on the Performance Appraisal Process. The Performance Appraisal Policy and on HRD Mechanisms. for Appraisal i have already prepared the PA policy as well as the Form :
1) The total staff - is approx. 500 employees so according to the MBO process( KRA's, KSA's, rating scale) is it possible to implement the entire process as i am the only 1 handling the entire HR ?
2) The Appraisal has to start when and how? Is it through online form fillling process? as when i joined this company i was fresher but after gaining exp. I am working on each and every HRD mechanisms as i have to develop each and every mechanism systematically and set up the structured HR dept.
3) I am also working on man power planning process, Role Analysis, Recruitment & Selection, Performance Appraisal, Training & Development. This are the areas i am focusing on. So please help me out.
Please suggest me with your opinions.
Thanks and Regards,
Shraddha Jadhav
19th January 2012 From India, Mumbai
Dear All....
Please suggest me some ways, we are facing critical problems as below -
We are into Sales, Service industry.
We don't have any Office timing Policy, and performance evaluation system.
We do have DCR Software by which our senior authorities ask me to keep records, As these can not be filled beyond 2 days, only after approval of concerned manager an executive will be able to do it.
But with this we are not able to measure their daily performance.
Can anybody help me know that is there is ant software by which we will be able to know the target achievement,and daily attendance of an employee.
Please reply as soon as possible.
Thanks & Regards
Smita
21st March 2012 From India, Pune
Hi saradyadav,
As the performance appraisal process is an essential part of every organisation, without the appraisal process your cant get clear idea about your employees performance as cumulative form, but the process progress is very very important to every organisation. So in my company wher only 50 plus employees working i implemented very simple appraisal process which has the two set of forms which will be filled by each employee and their supervisor itself as separately. After the process is over the management and HR team discussing over their feedback and upon the salary and other benefits have fixed.
As per you company you have 500 employees so you can hire any performance appraisal software and do it what ever it suggest with the help of your own and community knowledge.
18th April 2012 From India, Madras
it would be fine , if you implement the PA cycle in an automated environment. Online filling up of the appraisal sheet, will help u in reducing the paper works, useless paper hassles , and more over it would help u save time, money and labour.

Things that should be of concern :-

1. you will need some helping hand. as one administrator should be monitoring the online process and doing maintenance of the online system.

2. one person that can be you too , should carefully follow the feedback loop, and see that the whole system with the feedback loop is going in a single chain process.

3. your employees should be well educated with the online PMS structure, provide them a literature or short interactive session, before implementing the online system , as you will find some ppl resisting to the change of implementing online pms, which was earlier paper and manual.

4. the system should be transparent and simple.It should be rational.

5. KRAs should be known to the appraisee, he/she should well relate themselves with the kra they are responsible for. So a good lucid master KRA is desired, after analyzing each and every job description.

Most important employees should feel the ownership of their performance, u can do that with self appraisal. It increases the sense of responsibility.

6. It should be yearly , as have less manpower in HRD section, so carrying a quarterly or half-yearly appraisal process, would be very stressful for you sir.

7. Appraisal process or method which u choose should relate o the organizational culture , mere selection of any method without analyzing the organizational environment or culture would result to be disastrous.

8. Sir , your PMS system should not act as a performance rating metric provider, it should be developmental in nature. try to put much stress in developmental matters like,

1.Providing skill gap analysis,

2. training need assessment.{this would help increase the credibility of training and its cost incurred}

3. Feedback in equal interval of time.

4. Good linkage of performance with variable Pay.

5. Providing one -one interactive session in equal intervals , with mentors or coaches, to rejuvenate the motivation and energy in the appraisee.

9. Goals should be realistic, and not act as a burden. check goal criticality with STRETCH TOOL.

10. Last but not the least, always remember sir, no one likes to be measured or rated , your system should not act as a calculator of performance , rather it should act as a backup , to every employees, so that they might get help in times when they fall short.
23rd April 2012 From India, Calcutta
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™