Umesh_MSW
Working As Hr.
B K BHATIA
Director Of Company
Satyatulasi
Working For A Psu,
+2 Others

Thread Started by #kslingam09

Dear all, i am working in a mid sized organisation & i am looking for the format or set of procedures to be followed for performance appraisal. S.chockalingam hr & admin
18th January 2014 From India, Chennai
Dear friend
what ever the appraisal format you adopt that suits your organaizational requirement, I'd like to suggest that its implementation should be transparent. The views of the employees are to be considered in true spirit, 360 degrees feed back method is to be followed. Democracy work at is more important.Acceptability of employees is more important. That creates more involvement of employees. Otherwise it could be Frankestein, counter productive...
regards
Satya tulasi
18th January 2014 From India, Visakhapatnam
Dear Friend,
Format whaterver you use, But while setting the goals % should be very clear on each goal... Once the apprisal year compleets you have one by one dicussion with employee reporting boss. This discussion shoould be in th epresence of HR.
While doing the apprisal gaols should be mesauarable on pure performance base.
18th January 2014 From India
Dear friends
In the appraisal there should be Key Performance Indicators which are in other words goals and targets. I feel there should provision for quarterly reviews of performance and any suggestion and adverse comments are to recorded and communicated to employee.
regards
satyatulasi
18th January 2014 From India, Visakhapatnam
There are 5 aspects as under to be considered while managing performance appraisal of employees:

1. Purpose of Appraisal (Promotions/ Increments/ Training & Development of employee) & the period covered (Calender year/ Financial year/ Half yearly/ Quarterly etc..)

2. Appraisal Form (Common to all employees/ different forms for Senior, Mid-level & junior employees). Whether Goal - based/ Competency - based/ Both competencies & Goal - based appraisal.

3. Work Flow (ie, Reporting Channels: Employee initiated/ Manager initiated; single level/ multiple reporting channels)

4. Data Analysis & outputs required after completion of Appraisal cycle.

5. Method of initiation, status check, timely completion and procedure for resolution of hold-ups.

If you like, you may visit the Blog on 'EmpXtrack' website to read various articles connected with appraisal. In case you don't have any practices existing in your organization to do performance appraisals, you can use the default system of EmpXtrack and introduce changes as the need is visualized (based on experience).

In case you need further help, you can conveniently get in touch with the EmpXtrack team.
20th January 2014 From India, Delhi
Performance Appraisal is only one of the component of the total performance management system. I have spent years in this are in different types of businesses. Other important elements are Role Clarity, Performance Planning and Performance Monitoring. Also Performance appraisal should be development oriented and not just focused on increments and promotions. More in person if you are interested....
21st January 2014 From United States, Powell
Dear friend
To my understanding a good performance procedure is determined by setting of objectives, goals and job descriptions which are backed by job specifications. Other things can be discussed by jobholder and his/her supervisor. Thanks.
21st January 2014
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