Hi all,
I am from the automobile industry and new in the field of HR. I want to launch an appraisal system in my organization, but the people are not very highly educated as they are mostly mechanics and engineers. Please suggest what system I should adopt so that everyone's performance I will be able to review perfectly.
Thanks
From India, Udaipur
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I am from the automobile industry and new in the field of HR. I want to launch an appraisal system in my organization, but the people are not very highly educated as they are mostly mechanics and engineers. Please suggest what system I should adopt so that everyone's performance I will be able to review perfectly.
Thanks
From India, Udaipur
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Appraisals have nothing to do with their education level unless you follow a complex ERP-based performance metrics. It's the HR department's task to make it lucid so that every employee would understand their role and job description and hence be a part of the appraisal system.
You can try KRA-based performance appraisal, BSC scorecard matrix. But for this, you need to have a defined and well-tuned job description for each engineer/employee.
From India, Calcutta
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113You can try KRA-based performance appraisal, BSC scorecard matrix. But for this, you need to have a defined and well-tuned job description for each engineer/employee.
From India, Calcutta
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Hello,
Soumik1570 is very right in saying, "appraisal has nothing to do with their education level."
What finally matters in any Performance Appraisal system is whether the individual concerned is clear about what is expected of him/her by the company and what parameters are being used to measure the performance. Quite often, it's the communication/understanding gap that mars the application of a Performance Appraisal system, however good the intent may be.
Given the education levels you speak of, it becomes even more important to keep in mind all the possibilities of understanding/communication gaps when the system goes into effect—and cover them beforehand. The key is to 'pre-empt' rather than to 'solve' when the situation arises.
Coming to your line, "......I will be able to review perfectly," I recollect a Quote: "Nothing is 'perfect,' however perfect it may be." Things can only get 'better' than they were earlier.
All the Best.
Regards,
TS
From India, Hyderabad
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Soumik1570 is very right in saying, "appraisal has nothing to do with their education level."
What finally matters in any Performance Appraisal system is whether the individual concerned is clear about what is expected of him/her by the company and what parameters are being used to measure the performance. Quite often, it's the communication/understanding gap that mars the application of a Performance Appraisal system, however good the intent may be.
Given the education levels you speak of, it becomes even more important to keep in mind all the possibilities of understanding/communication gaps when the system goes into effect—and cover them beforehand. The key is to 'pre-empt' rather than to 'solve' when the situation arises.
Coming to your line, "......I will be able to review perfectly," I recollect a Quote: "Nothing is 'perfect,' however perfect it may be." Things can only get 'better' than they were earlier.
All the Best.
Regards,
TS
From India, Hyderabad
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Dear SmartHR,
HR oversees the performance appraisal system to understand and justify issuing raises for better performance or promotions if needed.
The steps that can be followed for a performance appraisal (referred to as PA) are as follows:
- 360 PA: Provide forms with statements that can be rated by individuals (managers, supervisors, co-workers, and clients). Results will then be discussed with the related employee.
- Actual Productivity: Productivity can be assessed by considering the turnaround time and the quality or quantity of work delivered by the employee.
- Self-Appraisal: This allows the employee to evaluate their own abilities, goals, and weaknesses in writing.
- Upward Appraisal: This involves subordinates rating their managers, supervisors, or leaders. Subordinates have the opportunity to express their thoughts on the working culture freely.
The PA system provides factual and genuine insights into an improved work system.
Thank you.
Best regards,
[Your Name]
From India, Visakhapatnam
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HR oversees the performance appraisal system to understand and justify issuing raises for better performance or promotions if needed.
The steps that can be followed for a performance appraisal (referred to as PA) are as follows:
- 360 PA: Provide forms with statements that can be rated by individuals (managers, supervisors, co-workers, and clients). Results will then be discussed with the related employee.
- Actual Productivity: Productivity can be assessed by considering the turnaround time and the quality or quantity of work delivered by the employee.
- Self-Appraisal: This allows the employee to evaluate their own abilities, goals, and weaknesses in writing.
- Upward Appraisal: This involves subordinates rating their managers, supervisors, or leaders. Subordinates have the opportunity to express their thoughts on the working culture freely.
The PA system provides factual and genuine insights into an improved work system.
Thank you.
Best regards,
[Your Name]
From India, Visakhapatnam
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