Hi Seniors,
Can anyone update me on the performance appraisal format for salespeople and employee engagement activities for individuals who work in field sales?
I am expecting your reply at the earliest.
From India, Chennai
Acknowledge(3)
Amend(0)
6Can anyone update me on the performance appraisal format for salespeople and employee engagement activities for individuals who work in field sales?
I am expecting your reply at the earliest.
From India, Chennai
Acknowledge(3)Amend(0)
What is your product or service? What type of sales do the salespersons engage in? You cannot conduct performance appraisals for salespersons in isolation. It seems that you do not have a proper Policy on Performance Appraisal (PA) in place. When employees join the company, during induction, they should be informed about when their appraisal will take place.
Salient Features of the Performance Appraisal Policy
a) Appraisals may be conducted quarterly. The appraisal cycle of one year is too long. However, a salary hike may be implemented on the 1st of April or 1st of October.
b) For employees who join in between, the policy should outline when their first PA will take place.
c) The percentage of salary hike should be linked to the PA score.
The key point is that PA focuses solely on individual performance. To enhance this, we need to look beyond and measure business performance. To achieve this, a well-designed Performance Management Systems (PMS) policy is necessary. There was a query in this forum regarding PMS, and I have provided a response to that post. You can refer to it by clicking the following link: https://www.citehr.com/511936-pms-company.html
Though the title of the post is specific to IT companies, the response is applicable to all industries. Within the provided link, you will find several other related links. I recommend going through them patiently to enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
[Phone Number Removed For Privacy Reasons]
From India, Bangalore
Acknowledge(1)Amend(0)
Salient Features of the Performance Appraisal Policy
a) Appraisals may be conducted quarterly. The appraisal cycle of one year is too long. However, a salary hike may be implemented on the 1st of April or 1st of October.
b) For employees who join in between, the policy should outline when their first PA will take place.
c) The percentage of salary hike should be linked to the PA score.
The key point is that PA focuses solely on individual performance. To enhance this, we need to look beyond and measure business performance. To achieve this, a well-designed Performance Management Systems (PMS) policy is necessary. There was a query in this forum regarding PMS, and I have provided a response to that post. You can refer to it by clicking the following link: https://www.citehr.com/511936-pms-company.html
Though the title of the post is specific to IT companies, the response is applicable to all industries. Within the provided link, you will find several other related links. I recommend going through them patiently to enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
[Phone Number Removed For Privacy Reasons]
From India, Bangalore
Acknowledge(1)Amend(0)
Dear Sir,
Thank you so much, sir.
As of today, we do not have any standard performance appraisal policy for our division. We are in FMCG sales where once a month we have a review meeting with all executives and managers branch-wise. Those who are always in the field are monitored only by their respective managers.
Now, management wants to conduct performance analysis to identify areas of improvement and engage employees in activities.
Kindly advise.
Regards,
Ayisha
From India, Chennai
Acknowledge(0)Amend(0)
Thank you so much, sir.
As of today, we do not have any standard performance appraisal policy for our division. We are in FMCG sales where once a month we have a review meeting with all executives and managers branch-wise. Those who are always in the field are monitored only by their respective managers.
Now, management wants to conduct performance analysis to identify areas of improvement and engage employees in activities.
Kindly advise.
Regards,
Ayisha
From India, Chennai
Acknowledge(0)Amend(0)
Let me know the procedure for implementing the continuous performance appraisal. Step by step implementation procedure.
From India, Tiruppur
Acknowledge(1)
Amend(0)
From India, Tiruppur
Acknowledge(1)Amend(0)
Hello All, Greetings for the day !!! Can anyone share with me the performance appraisal form and the ideal way of doing it in a hospital or any company? anyone can share at
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Please give guidelines on how to develop a Performance Appraisal System for retail stores. I have been assigned to revise the Retail Store Performance Appraisal Form and would appreciate some guidance or assistance.
From Pakistan, Rawalpindi
Acknowledge(0)Amend(0)
From Pakistan, Rawalpindi
Acknowledge(0)Amend(0)
Performance Appraisal System for Start-up IT Company
I am working in a start-up IT company and have recently joined as an HR generalist. We want to create a performance appraisal system in our organization for the next cycle, i.e., April 2017. Please guide or suggest the steps or process of performance appraisal. What forms (like KRA) should I prepare? How do I set the goals? What goals should be set? Also, please share with me the templates or formats of the required forms.
I am waiting for your kind help. Thanks in advance.
Regards,
Reehana - HR
From India, Chennai
Acknowledge(0)Amend(0)
I am working in a start-up IT company and have recently joined as an HR generalist. We want to create a performance appraisal system in our organization for the next cycle, i.e., April 2017. Please guide or suggest the steps or process of performance appraisal. What forms (like KRA) should I prepare? How do I set the goals? What goals should be set? Also, please share with me the templates or formats of the required forms.
I am waiting for your kind help. Thanks in advance.
Regards,
Reehana - HR
From India, Chennai
Acknowledge(0)Amend(0)
Dear Friends,
I am working in the pharma industry and am in need of sample appraisal formats for the Sales Manager, Regional Business Manager, Area Business Manager, and Territory Business Manager.
Kindly assist me at the earliest.
Email: hrd@linuxlaboratories.in
Thank you.
From India, Chennai
Acknowledge(0)Amend(0)
I am working in the pharma industry and am in need of sample appraisal formats for the Sales Manager, Regional Business Manager, Area Business Manager, and Territory Business Manager.
Kindly assist me at the earliest.
Email: hrd@linuxlaboratories.in
Thank you.
From India, Chennai
Acknowledge(0)Amend(0)
Hi All,
I'm new to the HR in an organization dealing with first-time appraisals. I request you to share an appraisal announcement email and performance review appraisal format for the software department.
Regards,
Syed Afshan
From India, Bengaluru
Acknowledge(0)Amend(0)
I'm new to the HR in an organization dealing with first-time appraisals. I request you to share an appraisal announcement email and performance review appraisal format for the software department.
Regards,
Syed Afshan
From India, Bengaluru
Acknowledge(0)Amend(0)
Hi, I want to create an appraisal policy for my company. I want to know if I can create a policy in which once an employee completes 1 year, they should get an appraisal, regardless of whether they are in the Mar-Apr cycle. Typically, people follow the Mar-Apr cycle for appraisals, so if someone joins in August, they have to wait 1.6 years to get their appraisal. Instead of that, can we make a policy that states if an employee joined in August 2017, they should get their appraisal in August 2018, i.e., upon completion of one year. Kindly suggest.
Regards, Neha
From India, undefined
Acknowledge(0)Amend(0)
Regards, Neha
From India, undefined
Acknowledge(0)Amend(0)
Hello,
I'm a junior HR professional working in a start-up. It is currently the time for measuring performance and conducting appraisals for the employees. I seek assistance in preparing a performance appraisal form. What steps should I take? What factors should I include in the form?
I would greatly appreciate any knowledgeable HR professionals who can offer guidance.
Aishwarya
HR
From India, Bengaluru
Acknowledge(1)
Amend(0)
I'm a junior HR professional working in a start-up. It is currently the time for measuring performance and conducting appraisals for the employees. I seek assistance in preparing a performance appraisal form. What steps should I take? What factors should I include in the form?
I would greatly appreciate any knowledgeable HR professionals who can offer guidance.
Aishwarya
HR
From India, Bengaluru
Acknowledge(1)Amend(0)
Hi everyone,
I have joined a startup that is 1.5 years old. Here, I have joined as a Senior HR, and I have to set up the performance appraisal policy. The company has around 50 members, and there has been no appraisal since the beginning. Please guide me and let me know how the appraisal process works, as I have never done it before, and this is the first time I will be handling something like this.
From India, Bengaluru
Acknowledge(0)Amend(0)
I have joined a startup that is 1.5 years old. Here, I have joined as a Senior HR, and I have to set up the performance appraisal policy. The company has around 50 members, and there has been no appraisal since the beginning. Please guide me and let me know how the appraisal process works, as I have never done it before, and this is the first time I will be handling something like this.
From India, Bengaluru
Acknowledge(0)Amend(0)
Hi All,
I am working in a manufacturing and service sector company, and I need guidance from all of you on how to conduct appraisals according to ratings. I kindly request you to assist me with any formats or skills that you have in mind.
Regards,
Priya Desai
From India, Mumbai
Acknowledge(0)Amend(0)
I am working in a manufacturing and service sector company, and I need guidance from all of you on how to conduct appraisals according to ratings. I kindly request you to assist me with any formats or skills that you have in mind.
Regards,
Priya Desai
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Everyone,
I am an HR professional working in a startup, and we are in the process of developing our new HR policies. This year, we are initiating our appraisal cycle and I would appreciate any guidance on the necessary steps and procedures to establish a robust appraisal policy.
As an HR fresher, I am seeking advice on the essential tasks needed to implement this effectively. Any insights or help on this matter would be greatly appreciated.
Thank you
From India, Delhi
Acknowledge(0)Amend(0)
0
0
I am an HR professional working in a startup, and we are in the process of developing our new HR policies. This year, we are initiating our appraisal cycle and I would appreciate any guidance on the necessary steps and procedures to establish a robust appraisal policy.
As an HR fresher, I am seeking advice on the essential tasks needed to implement this effectively. Any insights or help on this matter would be greatly appreciated.
Thank you
From India, Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Hi, I appreciate your eagerness to establish appraisal policies. For Sales, ensure metrics align with sales targets & customer satisfaction. Good luck! (1 Acknowledge point)
0
0
Dear HR professionals,
I recently joined a "Digital Marketing" startup company as an HR Executive. I am the only person in the HR department. Our organization consists of 50 employees in the production team. Employees have joined in different months. So far, the hike is done based on their joining dates without a formal appraisal process.
Kindly suggest some ideas to implement a fixed appraisal policy and what would be the effective time to conduct the appraisal?
From India, Chennai
Acknowledge(0)Amend(0)
I recently joined a "Digital Marketing" startup company as an HR Executive. I am the only person in the HR department. Our organization consists of 50 employees in the production team. Employees have joined in different months. So far, the hike is done based on their joining dates without a formal appraisal process.
Kindly suggest some ideas to implement a fixed appraisal policy and what would be the effective time to conduct the appraisal?
From India, Chennai
Acknowledge(0)Amend(0)
Most of the companies are conducting appraisals using the 360-degree appraisal method, which you can also suggest to your management. The time taken to complete this process would be a minimum of 1 month since you mentioned that only 50 employees are working. The evaluation includes factors such as attendance, late logins, leaves taken, working culture, etc., and also covers performance traits.
You can find more information and formats on this website for reference.
From India, Hyderabad
Acknowledge(0)Amend(0)
You can find more information and formats on this website for reference.
From India, Hyderabad
Acknowledge(0)Amend(0)
The Importance of Sales Performance Appraisal
Every sales manager and sales supervisor appraises the performance of the salesmen under their charge. It is unfortunate that the importance of organized appraisal is not recognized by many sales executives. Some believe that accurate appraisal is not possible because of the nature of the sales job and the many variables that influence performance. Others dismiss the idea, considering such appraisals purely subjective, superficial, unsupported by facts, and colored by personal whims and fancies of the appraiser.
However, despite these challenges in judging a salesman's performance, reliable methods of evaluation can be developed to provide a sound appraisal of a salesman's work.
Methods of Evaluating Sales Performance
The principal methods of evaluating such performance can be of two types, namely qualitative and quantitative.
Qualitative Methods
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
Quantitative Methods
1. Analysis of sales records and reports.
2. Comparison of salesman's performance with quota.
3. Ratio analysis.
4. Profit and loss statement.
From India
Acknowledge(0)Amend(0)
0
0
Every sales manager and sales supervisor appraises the performance of the salesmen under their charge. It is unfortunate that the importance of organized appraisal is not recognized by many sales executives. Some believe that accurate appraisal is not possible because of the nature of the sales job and the many variables that influence performance. Others dismiss the idea, considering such appraisals purely subjective, superficial, unsupported by facts, and colored by personal whims and fancies of the appraiser.
However, despite these challenges in judging a salesman's performance, reliable methods of evaluation can be developed to provide a sound appraisal of a salesman's work.
Methods of Evaluating Sales Performance
The principal methods of evaluating such performance can be of two types, namely qualitative and quantitative.
Qualitative Methods
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
Quantitative Methods
1. Analysis of sales records and reports.
2. Comparison of salesman's performance with quota.
3. Ratio analysis.
4. Profit and loss statement.
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply provides accurate information on evaluating salesmen's performance through qualitative and quantitative methods. No corrections needed. (1 Acknowledge point)
0
0
CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance appraisal for sales exe.doc
Improving Employee Performance Through Appraisal And Coaching.pdf
CiteHR.AI
(Fact Checked)-The policy of providing an appraisal after one year of employment is legally permissible and can help in retaining talent. However, ensure clarity in communication and documentation to avoid any misunderstandings. (1 Acknowledge point)