Performance Appraisal (PA) is important sub-process of the HR Processes. If it takes months to complete this sub-process, then it goes without saying that there are procedural flaws.
You could have given little more information about the present process. Have you studied the reasons for the delay. Which is the choke up point? Does the delay impacts morale and motivation of the employees?
In spite of the considerable delay, heading of your post says your require "Short and Qualitative Appraisal process". When you get into qualitative process, obviously there will be delay. Have you supplemented qualitative measures with quantitative measures? Is there delay in quantitative process as well?
When process is given importance than the end result, problems of this kind arise. End result of PA is to measure the organisational performance. However, to measure organisational performance, it is important to measure employee performance. The second aspect of PA is not just measurement but measuring what deserved to be measured. How do you do that?
As of now, I can say that you need complete overhaul of the PA process. Going beyond PA, you need to institute well established Performance Management System (PMS) in your company. Your people have not understood the importance of PA. They need to be sensitized first. As of now, they do not see any value in execution of this process.
I will help you in establishing comprehensive PMS. Feel free to contact me if you wish to avail of my services. To know more about my services, you click here.
17th March 2016 From India, Bangalore