What is your product or service? What type of sale salepersons do? You cannot have performance appraisal for sales persons in isolation.
It appears that you do not have proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself they should be told that when their appraisal will take place. The salient features of policy could be as below:
a) Appraisal may be done quarterly. Appraisal cycle of one year is too long. Nevertheless, salary hike may be done a son 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take that can be decided in the policy.
c) % of salary hike should be linked to the score of PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thank you so much sir.
Yes , as on date we do not have any standard performance appraisal policy for our division.
We are into FMCG sales where in once a month we will have review meeting with all executives and managers branch wise.
Who all are will be in field always and monitored only by their respective managers.
Now Mgmt wants to do some performance analysis to them and get the areas of improvement and employee engagement activities.
If you are from FMCG industry then Supply Chain efficiency is of paramount importance to you. Though, I do not know your business, roughly from my general knowledge, I can say that following is your supply chain:
Supplier's supplier --> Supplier --> Store of Raw material --> Production --> Warehouse of Finished Goods --> Dealer or Wholesaler --> Retailer --> End user
At each stage the cost is involved. You need to identify the that. Thereafter, you assign the management of each cost to the respective HOD. You should measure performance HOD on this count. Measurement of the performance of the sales persons or field staff is taking narrow of view of the performance measurement or partial view of performance measurement.
Therefore, I recommend reviewing your decision on the measurement. Recently I have uploaded my video on Performance Management System (PMS). Click on the hyperlink to check the video. It will clarify the whole concept.
Actually I ve been assigned to revise Retail Store Performance Appraisal Form. I would like to seek guidance / assistance.
I am working in a start-up IT company and I have recently joined here as a HR(Even I am new to the HR generalist role). We want to create a Performance appraisal system in our organisation for next cycle ie., April 2017...
Please guide/suggest me the steps/process of performance appraisal.
What are the forms(like KRA) I should prepare it?
How to set the goals?what are all the goals to be set?
Also please share me the template or formats of required forms..
Waiting for your kind help.
Thanks in advance
I'm Nikhil Shah working in a Jeweler industry. As off now there is no systematic appraisal done here, its basically a lala type company, Now they are planning to come up in professional way, for that I have to do performance Appraisal for the Team, can any one help we out with process and guide lines and also if any attachment for reference as well.
mail me at or call 9349902300
on Today 07:37 AM Edit Report Abuse
I want to create an appraisal policy for my company.
Want to know that if I can make policy in which once employee completes 1 year he should get appraisal no matter whether he is coming in the Mar-Apr cycle.
Because generally people follow Mar-Apr cycle for appraisal so if someone joining in month of Aug so he has to wait for 1.6 Yrs to get his appraisal.
Instead of that if can make such policy which shows that if employee joined in Aug 2017 he should get his appraisal in Aug 2017 i.e. completion of one year.
Im a junior HR working in a start-up. Now is the time of measuring performance and appraisals of the employees. Please help me out in preparing a performance appraisal form? How should i do it? What are the factors that should be included in it?
It would be great if the knowledgeable HR's can provide some assistance.
I have joined a startup,which is 1.5 yrs old. Here I have joined as Sr. 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 starting. Please guide and let me know how the appraisal process works as I have never done it and this is the first time i will be handling something like this.
I want to review performance of my probation period employees.
I have their monthly reports/performance report where each performed task is mentioned.
My senior is not satisfactory with these employees performance as the project got delay for 3 months.He is asking my remark on their work.
How will i mentioned my remark on their performance sheet.
Kindly give the guideline as i am conducting it first time.
Requesting your reply at the earliest.
in the construction organization?
a) I also want to know how the top management people get their appraisal w.r.t construction industry
I am an HR person working in a startup and we are building our new HR policies and this year we need to start our appraisal cycle.
Can anybody help me out in knowing what all we need to do, what steps to follow in order to put in place a good appraisal policy/procedure.
I need to know what all should be done from scratch to implement this as i am HR fresher.
I recently joined in a "Digital Marketing" Startup company as A HR Executive.
Am the only person in HR Dept.
Our Organization consist of 50 employees in the production Team
Employees have joined in different months.
So far the hike is done based on their joining dates with out a formal appraisal process.
Kindly suggest me some ideas to implement a fixed appraisal policy and what would be the effective time to do the appraisal?
you can get more information and formats in this website for reference.
If your designation is HR Executive, then you are too junior to establish Performance Appraisal (PA) system in your company. Either you need to work under some senior who has worked where PA was well-established or hire external consultant.
For Anonymous: - I did not understand why you felt need to make your anonymous. Why you were scared to publish your name with these simple comments that you would know best. Anyway coming back to your suggestion on establishment of 360 degree appraisal. Well friend, please note that 360 degree performance appraisal is different from 360 degree feedback. Secondly, to establish 360 degree feedback, an organisation needs to be matured one, wherein systems and processes should be not just established but their efficacy should be tested over a period of time. To implement this intervention, a senior is required and not HR Executive.
If a person was not using mobile phone, then he/she may buy directly smart phone without having to go through first-time purchase of feature phone. However, establishment of PA is different. Like smartphone, direct jump cannot be made to the 360 degree appraisal.
However, in spite of these problems of judging the salesmanís performance, reliable methods of evaluation can be developed to provide sound appraisal of salesmanís work. The principal methods of evaluating such performance can be of two types namely, qualitative and quantitative.
The qualitative methods are:
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
On the other hand, the quantitative methods are:
1. Analysis of sales records and reports.
2. Comparison of salesmanís performance with quota.
3. Ratio analysis.
4. Profit and loss statement.