Please suggest to me the practical application of performance appraisal through the MBO process. I have a few queries:
Drafting the Performance Appraisal Form
1) I need to draft the performance appraisal form, which will include the performance parameters KRAs, KSAs, and the ratings. When should the form be filled out by the appraisee? Is the process carried out on a yearly basis?
Completion and Review of the Appraisal Form
2) I would like to understand when the completion of the appraisal form and the review by the appraiser should be done.
I am seeking practical insights into how the overall process should be carried out. Any assistance in this matter would be greatly appreciated.
Regards,
Shraddha Jadhav
From India, Mumbai
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5Drafting the Performance Appraisal Form
1) I need to draft the performance appraisal form, which will include the performance parameters KRAs, KSAs, and the ratings. When should the form be filled out by the appraisee? Is the process carried out on a yearly basis?
Completion and Review of the Appraisal Form
2) I would like to understand when the completion of the appraisal form and the review by the appraiser should be done.
I am seeking practical insights into how the overall process should be carried out. Any assistance in this matter would be greatly appreciated.
Regards,
Shraddha Jadhav
From India, Mumbai
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I would suggest you read the MBO process thoroughly before implementing it. Ideally, this process is more measurable for middle to top management employees and not for blue-collar employees, for whom you can draft a ranking-scale appraisal process.
Answers to Your Questions
1) I need to draft the Performance appraisal form which will have the performance parameters KRAs, KSAs, and the ratings. But when should the form be filled by the appraisee? Is the process on a yearly basis?
MBO is a process that has to be reviewed and monitored on a quarterly basis. That is, after every 3 months, the targets are based on a quarterly format and accordingly, the work is analyzed by the manager and his subordinate. Why do you want to add KSAs to your MBO format? Just have KRAs and have measurable allocation to this process, that is, start and end time and weightage for each parameter.
2) I want to know when the filling of the appraisal form should be completed and the review done by the appraiser?
This process can be started from the financial year or the calendar year, depending on your management.
So, how is the overall process to be practically done? I want to know. If anyone will help me out, that will be very much helpful. Please read the MBO process, and you will come to know.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)
Answers to Your Questions
1) I need to draft the Performance appraisal form which will have the performance parameters KRAs, KSAs, and the ratings. But when should the form be filled by the appraisee? Is the process on a yearly basis?
MBO is a process that has to be reviewed and monitored on a quarterly basis. That is, after every 3 months, the targets are based on a quarterly format and accordingly, the work is analyzed by the manager and his subordinate. Why do you want to add KSAs to your MBO format? Just have KRAs and have measurable allocation to this process, that is, start and end time and weightage for each parameter.
2) I want to know when the filling of the appraisal form should be completed and the review done by the appraiser?
This process can be started from the financial year or the calendar year, depending on your management.
So, how is the overall process to be practically done? I want to know. If anyone will help me out, that will be very much helpful. Please read the MBO process, and you will come to know.
Regards
From India, Mumbai
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- Review employee's performance in relation to objectives set last year.
- Assess employees' leadership competencies.
- Identify key strengths and areas for improvement.
- Establish objectives in the principle of SMART for the coming year.
- Get mutual feedback so that the manager and employee can work better together.
- Define a personal development plan (IDP).
From China, Beijing
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- Assess employees' leadership competencies.
- Identify key strengths and areas for improvement.
- Establish objectives in the principle of SMART for the coming year.
- Get mutual feedback so that the manager and employee can work better together.
- Define a personal development plan (IDP).
From China, Beijing
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