Business Mentor, Consultant And Trainer
B K BHATIA
Director Of Company
1. Define the purpose (eg, grant of increments/ promotions; planning of training/ employee development; improving goal-based accountability at all levels etc...) & decide what will be your information needs to meet the purpose.
2. Design an Appraisal Form (common to all employees/ different Forms for different levels of employees) keeping in view that the data relevant to the purpose discussed above can be collected through these Forms.
3. Define reporting relationships for all employees (ie, who reports to whom) & the work flow (ie, how the Forms move from start to end. For example: Employee --> Appraiser ---> Reviewer ---> HR).
All the above aspects can be clear if you 'take a tour', see the 'presentations' & have a 'Free Trial' on the 'EmpXtrack' website. If you find their default system adequately meeting your needs, you can speedily introduce the same in your environment. Many IT companies have successfully utilized this approach.
19th May 2014 From India, Delhi
Rather than concentrating on just Performance Appraisal (PA), I recommend you instituting comprehensive Performance Management System (PMS). PA is part of PMS.
Setting up Performance Management System (PMS) is far more serious activity. It has to be handled with due sensitivity. To institute PMS it requires great exposure across the spectrum of industries. If mishandled it may do more harm than good.
To know more about instituting PMS in the company, you click here to refer my past post.
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer my past replies, then you may click the following links to refer those:
Subjectivity in Performance Appraisal
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of.
Dinesh V Divekar
20th May 2014 From India, Bangalore
In most of the companies, the performance appraisal is based on the perception of the boss and budget allocation. All type of mathematics and bell curve statistics is used to ensure that the carrot is given to the boss pleasing
my suggestion for design is as follows
1. Define a well informed and measured Key Performance Measurement systems for all
2. Set the targets based on the KPM and reviews
3. Appraise on the achievements
in short, appraisal should be on agreed KPMs
21st May 2014 From India, Mumbai
1) KRAs/KPAs laid down for the current year under review
2)KRAs/KPAs to be laid down for the next year
3) Achievements made/done forthe current year under review
4) Short falls, in any
5) Areas where the employee is required to give more focus
6) Identification of training needs (TNI)
R K Nair
21st May 2014 From India, Aizawl