Dinesh Divekar
Business Mentor, Consultant And Trainer
Hr Manager

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Hello Everyone, I work as HR Manager for Civil Engineering Company for 1 yr. I have formed a process wherein we have Performance review on a monthly basis and then we declare winners in different categories.
I made a Performance Review Forms wherein the employee has to rank from 1 to 5 but the problem is Management thinks that the numeric answers may not give us a clear picture of their performances. Hence we need to have some tricky and psychological questions so that we can know the exact and true performance of employees.
So I need help from you all. If someone can share trick/psychological performance review forms in this forum for my reference. Hope to receive a response at the earliest.
Thank you in advance.

From India, Rajkot
Dear Komal,

There appears fundamental difference in opinion on why the Performance Review (PR) or Performance Appraisal (PA) is conducted.

PA is conducted to measure the quantum of work by the junior employee. To maintain the effectiveness of measurement, you need to design the KRAs specific to the employee's job and intimate well in advance. At the end of the quarter or half-year, employee supposed to prove the quantum of work done. His rating will be based on the score he/she gets in PA.

What is the role of psychological questions in measuring performance? Secondly, will the psychology change month after month? To remove your doubts on the concept of PMS, I recommend you going through my past replies to the similar posts:

a) Sample KRAs for English Language Trainer

b) Correction of KRAs for Head HR

c) KRAs for Purchase Department in Manufacturing Industry

d) (Correction comments on) Format of KPI

e) Performance Appraisal in Construction Industry

Essence of performance measurement lies in measuring what deserves to be measured. For this, you need to identify the direct and indirect costs associated with each department. Later you need to measure whether costs were lowered or maintained at certain level.

Sample KRAs: - I provided consulting services to establish PMS to one of the very prominent real estate developer of Pune. Confirm your e-mail ID and I shallll send the sample KPIs/KRAs of few departments. This will remove your doubt.


Dinesh Divekar

From India, Bangalore
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™