Hi everyone, please help me with the format for the performance appraisal form. I am looking for a simple form, not a complex one, that includes both the employee's and the supervisor's ratings in one form. The employee should be able to indicate their achievements and weaknesses during their tenure, while the supervisor should also rate them based on this and provide feedback on their strengths and weaknesses.
We are an IT and software company with 30 employees. Kindly assist me with this promptly and guide me on how to simplify this exercise.
Thank you.
From India, Delhi
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1We are an IT and software company with 30 employees. Kindly assist me with this promptly and guide me on how to simplify this exercise.
Thank you.
From India, Delhi
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There appear to be multiple misconceptions about the concept of Performance Appraisal (PA). We conduct the PA to measure whether the employee has completed the quantum of work assigned to them. Therefore, if the situation merits the introduction of an element of complexity in the form, we must accept it. Our focus should not be on simplicity versus complexity but on the measure of performance.
Secondly, PA is not done to assess employees' achievements versus weaknesses. Performance is measured on a scale of 100. When measured accurately, the marks obtained are the achievements, and the difference is the weakness.
Earlier, I have given a comprehensive reply on the subject of PA. You may click the following link to refer to it:
https://www.citehr.com/551865-perfor...ppraisals.html
Though the heading of the post is about salespersons, the reply is applicable to all other departments.
Thanks,
Dinesh Divekar
[Phone Number Removed For Privacy Reasons]
From India, Bangalore
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Secondly, PA is not done to assess employees' achievements versus weaknesses. Performance is measured on a scale of 100. When measured accurately, the marks obtained are the achievements, and the difference is the weakness.
Earlier, I have given a comprehensive reply on the subject of PA. You may click the following link to refer to it:
https://www.citehr.com/551865-perfor...ppraisals.html
Though the heading of the post is about salespersons, the reply is applicable to all other departments.
Thanks,
Dinesh Divekar
[Phone Number Removed For Privacy Reasons]
From India, Bangalore
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Indeed, one of the problems in conducting appraisals is the complexity of the forms used by some systems and methodologies. Implementing an appraisal system, even if only once a year, is often tedious and distasteful to supervisors and managers. When the methodology adopted is not user-friendly and takes more time to administer, it becomes unwelcome or even hated. Sometimes, it creates a delay in the implementation of promotions and rewards within a company. Hence, the demand for a simple and user-friendly appraisal form is a necessary component.
Designing a Good Performance Management System (PMS)
In the design of a good performance management system (PMS), we have always argued for one that has three parts/components: Concept, Form, and Policy.
My company has developed a one-page, very easy-to-fill Appraisal Form. We sell this and set it up in all interested business organizations worldwide. Let us know if you need external help and have an approved budget.
Best regards.
From Philippines, Parañaque
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Designing a Good Performance Management System (PMS)
In the design of a good performance management system (PMS), we have always argued for one that has three parts/components: Concept, Form, and Policy.
My company has developed a one-page, very easy-to-fill Appraisal Form. We sell this and set it up in all interested business organizations worldwide. Let us know if you need external help and have an approved budget.
Best regards.
From Philippines, Parañaque
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Hi, I am looking for SOPs for performance appraisal in a software company. can anyone guide me with the format/procedure
From India, Hyderabad
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From India, Hyderabad
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Hi, I am looking for a performance review questionnaire for a Marketing team (quarterly, half-yearly, and yearly). Please help me with the template or any kind of objective questions.
Thanks & regards,
Geetha K V
HR Manager
S R SEATING PRIVATE LIMITED
From India, Bengaluru
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Thanks & regards,
Geetha K V
HR Manager
S R SEATING PRIVATE LIMITED
From India, Bengaluru
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Hi all, Could any senior HR please explain the real-time process and experience of performance appraisal in a company. Will be highly appreciated for your participation in this.. Thank you, Akshay
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Dear Professionals, I have just joined an IT firm as the HR & Admin Manager. This is a terrain I have never been in, and I am faced with the task of setting up every process that needs to be established. I have completed all documentation and have presented a PA form for approval. Kindly help me with a PA form or a list of KPIs that should exist in such an organization, especially for technical positions. Thank you in anticipation. #Standing by!
From India, Kochi
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From India, Kochi
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Dear Seniors, Request you to help on the employee appraisal topic What would be the general parameters the employee could be judged on or reviewed on ?
From India, Pune
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From India, Pune
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Hi, you need to evaluate:
- Commitment to Company
- Job Performance Efficiency/Resourcefulness
- Communication Skills
- Technical Knowledge and Skills
- Team Player
Based on the role and responsibilities, you need to edit.
After evaluation, the overall performance of the individual (for the period under review) needs to be reviewed. Strengths and weaknesses of the employee should be discussed. Finally, critical development needs to be identified, followed by a plan of action—how to proceed further, such as training—internal or external, etc.
From India, Madras
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- Commitment to Company
- Job Performance Efficiency/Resourcefulness
- Communication Skills
- Technical Knowledge and Skills
- Team Player
Based on the role and responsibilities, you need to edit.
After evaluation, the overall performance of the individual (for the period under review) needs to be reviewed. Strengths and weaknesses of the employee should be discussed. Finally, critical development needs to be identified, followed by a plan of action—how to proceed further, such as training—internal or external, etc.
From India, Madras
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Performance Appraisal Form for Staff.doc