Dear friends
i am doing my internship on performance appraisal in a construction company which follows a superior appraisig subordinate method. I would like your views on this and your opinions on force fitting employees into a bell curve based on performance. I would also be extremely grateful if you all would be able to send me some good attachments on performance appraisal tools that can be used today and any innovative tools.
Thankyou
From India
i am doing my internship on performance appraisal in a construction company which follows a superior appraisig subordinate method. I would like your views on this and your opinions on force fitting employees into a bell curve based on performance. I would also be extremely grateful if you all would be able to send me some good attachments on performance appraisal tools that can be used today and any innovative tools.
Thankyou
From India
Is it a balanced scorecard??? or rating system or just a forced distribution??
superior appraise the appraisee most of the time, but that wouldn't help make a good understanding of the system..
what is the method of Appraisal System your company is following , whats the implications that the system is facing, whats the credibility of the whole appraisal system..Is the appraisal viewed as normal functioning organ of the HR dept. or a developmental tool for the employee and the organization as a whole..etc this are the questions you will have to clarify , to make a good appraisal system for the organization, Last but not the least your appraisal should not be a measuring tool for employee performance , rather it should be a developmental tool which would analyses whether the employee is contributing towards the department goal?..Whether his goals and organizational goals are in same alignment. help the employee grow on its weaker areas and contribute into organization growth ..No one likes to be judged, its a human nature, your appraisal system should help the employees judge themselves , take their goal responsibility and feel the owner of their performance.
From India, Calcutta
112superior appraise the appraisee most of the time, but that wouldn't help make a good understanding of the system..
what is the method of Appraisal System your company is following , whats the implications that the system is facing, whats the credibility of the whole appraisal system..Is the appraisal viewed as normal functioning organ of the HR dept. or a developmental tool for the employee and the organization as a whole..etc this are the questions you will have to clarify , to make a good appraisal system for the organization, Last but not the least your appraisal should not be a measuring tool for employee performance , rather it should be a developmental tool which would analyses whether the employee is contributing towards the department goal?..Whether his goals and organizational goals are in same alignment. help the employee grow on its weaker areas and contribute into organization growth ..No one likes to be judged, its a human nature, your appraisal system should help the employees judge themselves , take their goal responsibility and feel the owner of their performance.
From India, Calcutta
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