Amitmhrm
Hr Practices
Gs_rao1971
Hr Professional
Gowri_bsa
Generalist Hr
Rajesh Balasubramanian
Head - Operations & Delivery

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Dear Seniors,
Am working on an performance appraisal guideline and format. Management has asked for a format with weightage for each KRAs with an overall weightage calculation for each employee. Employees performance will be based on this.
We are basically into power projects with major strength of electrical and civil engineers. Other end, we have 30% of other staffs into marketing, HR, finance, Purchase, etc.
Kindly help me out in arriving at an appraisal guideline with a format with your necessary inputs.
Hope am clear in my query. Kindly let me knw if am not clear.
Thanks & Regards,
GOWRI

Hi Gowri, Find enclosed one of the sample format of Performance appraisal.. hope it will help you to prepare the same at your end.. Regards, Amit Seth.

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File Type: doc performance_app_178.doc (62.0 KB, 1173 views)

Dear Amit ji,
Thanks a lot for that appraisal doc. It was useful and I have taken some point from it.
But, how apprisal forms add values with quantitative weightage? Say for 100%? How to form a guideline for such kind of appraisal formats?
I would be glad if you culd clarify my query pls...
Thanks & Regards,
gowri

Hello Gowri

The appraisal mechanism with quntitative wieghtage will be based on the importance and relevance of those objectives/KRAs for a partcular employee

For instance if you are considering a HR Executive the KRAs can be

1. Recruitment & selection

2. MIS

3. Employee joining formalities

4. Employee data management

the weightage can be (in%)

1. Recruitment & selection - 50%

2. MIS - 20%

3. Employee joining formalities - 20%

4. Employee data management - 10%

this is based on the importance of the KRAs. The most important objective is expected to have recruitment in this case. Managing HR Data is a resultant activity of recrutiment and selection as well as joining formalities hence its weightage is 10% compared to recruitment being at 50%

This is only an indication and not a thumb rule. The objectives and its importance for same employee for various periods might have variations and the weightages for the same should also requires changes then

for instance based on manpower planning if the recruitment is frozen for a time frame and the same HR executive is given employee relations as one of the KRAs then the weightage for ER might be 40% with recruitment falling to 20% or 30%

Hope this gives you an idea. Primarily, the most important objectives will have more weightage

Regards

Rajesh Balasubramanian

Hi I have posted my comments and with formats of Performance Appraisals. this would be very useful for all those who would like to implement the PAs system in your company. Regards, Srinivas
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