Please help me with a template for performance appraisal and balanced scorecard. My company has little trust in performance appraisal, so I want to create something to evaluate individuals and develop improvement plans as well. I hope someone can assist me. We have about 100 staff members, including engineers, COOs, FMs, IT engineers, GMs, and many other positions. I have recently joined this company and aim to implement some improvements.
From Malaysia, Kajang
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From Malaysia, Kajang
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Dear Devaky,
The best template for self-appraisal is to tell junior employees to prove their performance. At the time of Performance Appraisal (PA) meeting, they should provide adequate evidence of the performance. The manager should only validate the evidence.
However, this is much easier said than done. For this, you need to design proper KRAs and hand over the KRA well in advance. To make the employees understand what KRAs are, you need to create a sound Policy on Performance Management System (PMS) and train your employees on it.
You have written that "My company has little trust in performance appraisal." Who does not believe in PA and why? Is people's performance not a route to measure the organization's performance? How will your management be able to elevate organizational performance without improving people's performance?
I have been writing on PMS or KPIs and KRAs through several threads. You may check the following link to clarify the concept:
https://www.citehr.com/526357-kpi-kra.html
For further queries, if any, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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8040The best template for self-appraisal is to tell junior employees to prove their performance. At the time of Performance Appraisal (PA) meeting, they should provide adequate evidence of the performance. The manager should only validate the evidence.
However, this is much easier said than done. For this, you need to design proper KRAs and hand over the KRA well in advance. To make the employees understand what KRAs are, you need to create a sound Policy on Performance Management System (PMS) and train your employees on it.
You have written that "My company has little trust in performance appraisal." Who does not believe in PA and why? Is people's performance not a route to measure the organization's performance? How will your management be able to elevate organizational performance without improving people's performance?
I have been writing on PMS or KPIs and KRAs through several threads. You may check the following link to clarify the concept:
https://www.citehr.com/526357-kpi-kra.html
For further queries, if any, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance appraisal template.xls
Performance appraisal template..doc