Director Of Company
Presently Working As Hr, Receptionist And
+2 Others

Hello, I am working in small size IT company we have two department of Consulting and e commerce team, we already have evaluation form on the basis of only KRA but i wanted to introduce new performance appraisal form for quarterly basis, in which employee would be evaluated on the basis of his overall performance like there KRA, initative skills, leadership skills, team worker, punctuality, communication, targets etc ..
can somebody help me how to go about it ??
23rd November 2013 From India, Hyderabad
'EmpXtrack' is a product with a 'Performance Edition'. You may take a Free Trial of the same and understand how 'Goal Setting & Tracking' is linked with 'Performance Appraisal'. In any organization, particularly in an IT Company, it is necessary to check quarterly progress on goals/ KRAs so that improvements can be made through periodic counselings by the manager/ team leader. The Goal Sheet, along with the counseling notes & achievement record gets automatically transferred to the Appraisal Form on which evaluation of competencies/ skills is done at the end of the year.
May be spending some time studying various presentations, taking a trial and even trying to configure the system as per your requirements shall be a good learning experience.
23rd November 2013 From India, Delhi
What are the dimensions/parameters of efficiency and performance both?
14th January 2014 From India, Jalgaon
'Performance' is completion of the assigned job and 'Efficiency' is completing the same well before the allotted time. Performance without efficiency means 'Met Expectations' , while performance with efficiency connotes 'Exceeded Expectations'. Apparently, the rewards in two cases, whether in terms of increment or appreciation, can not be the same.
Those who understand these subtle differences always try to add value to their jobs.
14th January 2014 From India, Delhi
On the basis of which factors of efficiency do i measure the impact of cross-cultural training?
14th January 2014 From India, Jalgaon
Impact of any type of training (cross-cultural, Skills development, Leadership development etc..) should be measured in terms of the efficiency in performance of an individual in his/ her job. That is the ultimate requirement of training people. Efficiency in performance may have increased due to change in behavior, developing an attitude to work in a team, more concentration at the workplace, better learning & grasp of problems, improvement in personal discipline, acquiring the capability to lead a team, or a host of other factors, but what matters at the end is 'meeting the targets' both in qualitative & quantitative terms.
There is no fun measuring improvement in each attribute, unless one is looking at a purely theoretic model with no relevance to business needs. Therefore, any feed back on training is valuable only if delivery of performance of the employee, in the eyes of his/ her manager, has improved at the work place, in terms of the efficiency of the individual.
14th January 2014 From India, Delhi
Sir, I queried many of people, they said that the efficiency of employees cannot be measured on the performance alone as even if the training is not provided they complete their foreign assignments successfully. So i will need more efficiency parameters besides performance to measure the impact of cross-cultural training. Is it true?
14th January 2014 From India, Jalgaon
Hi, can anybody tell me how to make appraisal form with performance, new achievement (innovations) and discipline wise for manager and staff in 1-2 pages. Thanks, Futuredream.
28th January 2014 From India, Mumbai
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