Dear All,
Please suggest me the practical application of Performance Appraisal by MBO process? I have few queries:
1) I need to draft the Performance appraisal form which will have the performance parameters KRA's ,KSA's and the ratings. But when the form is to be filled by the appraisee? Is the process on the yearly basis?
2) I want to know when is the filling of the appraisal form to be completed and the review done by the appraiser?
So how is The overall process to be done practically i want to know. If anyone will help me out that will be very much needful.
Regards,
Shraddha Jadhav
25th April 2012 From India, Mumbai
Hi Shraddha,

I would suggest you to be read the MBO process thoroughly before implementing this process

Ideally this process is more measurable for middle to top management employees and not for blue colored employees for whom you can draft ranking - scale appraisal process

below are the answers to your questions

1) I need to draft the Performance appraisal form which will have the performance parameters KRA's ,KSA's and the ratings. But when the form is to be filled by the appraisee? Is the process on the yearly basis?

MBO is process which has to be reviewed and monitor on quarterly basis that is after every 3months times the targets are based on quarter format & accordingly the work is analyzed by the manager and his subordinate

why do you want to add KS'A to your MBO format just have KRA'S and have measurable allocation to this process that is start and end time and weight age for each parameter

2) I want to know when is the filling of the appraisal form to be completed and the review done by the appraiser?

this process you can start from financial year or calender yea depending on your management

So how is The overall process to be done practically i want to know. If anyone will help me out that will be very much needful.

you pl read the MBO process you will come to know
25th April 2012 From India, Mumbai
--Review employee’s performance in relation to objective set in Last year.
--Assess employees’ leadership competencies
--Identify key strengths and areas for improvement
--Establish objectives in principle of SMART for the coming year
--Get mutual feedback so that manager and employee get to work better
--Define a personal development plan (IDP)
28th April 2012 From China, Beijing
please tell me if employer or plant manager refuse to sign on pf withdrawl form what steps have to take by that employee in this regard
30th April 2012 From India, New Delhi
Hi Prashant you can approach the local labour department they will guide you on what has to be done
30th April 2012 From India, Mumbai
My dear friend,
This is not a one-time fix but a continuous process linked to the overall objective(s) of the organisation. Where are you located?
If in Kolkata get in touch with me for a KRA based BSC linked PMS, if u r interested.
UG

1st May 2012 From India, Bangalore
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