Dear friend you can refer dpe guidelines in the govt of india site for apa of psu’s for reference then u can modify as desired by you. regards bhaskar
From India, Delhi
1From India, Delhi
Julie,
although it is really great to have formats from consultants, and even from other companies, the dilema is that not all companies (even they are equally at the same position in the market and industry) are the same.
basically it must be connected with your companies mission and vision statements and objectives. from there you will have to formulate according to your company's level importance. if this would be to hard for you to do now, i suggest that you should prepare this way for your next appraisal time.
meanwhile, i suggest for quick format you should consider 3 basic sensitivities: PERSONAL, TECHNICAL, and ENVIRONMENTAL. you must create at least 5 basic and important questions for each area that can be measured perfectly through a scale of 5. then put wiehgts in each of the three area according to the level of importance, and then rate them accordingly. 360 degrees is a great idea to eleminate biases. you must see to it that questions are accoding to the level, rank or positions.
example:
PERSONAL
1) total number of minutes tardy?
2) disciplinaries received?
3) is the employee liked and respected well?
4)
5)
TOTAL 30%
TECHNICAL
1) deviation to proceedures or GMP?
2) contributions?
3) reports?
4)
5)
TOTAL 40%
ENVIRONMENTAL
1) contributions to the environment or community service?
2)
3)
4)
5)
TOTAL 30%
OVERALL TOTAL 100%
you can actually create more with this.
if you have anymore querries, dont hesitate to open up
Arnie
From Philippines, Cagayan De Oro
although it is really great to have formats from consultants, and even from other companies, the dilema is that not all companies (even they are equally at the same position in the market and industry) are the same.
basically it must be connected with your companies mission and vision statements and objectives. from there you will have to formulate according to your company's level importance. if this would be to hard for you to do now, i suggest that you should prepare this way for your next appraisal time.
meanwhile, i suggest for quick format you should consider 3 basic sensitivities: PERSONAL, TECHNICAL, and ENVIRONMENTAL. you must create at least 5 basic and important questions for each area that can be measured perfectly through a scale of 5. then put wiehgts in each of the three area according to the level of importance, and then rate them accordingly. 360 degrees is a great idea to eleminate biases. you must see to it that questions are accoding to the level, rank or positions.
example:
PERSONAL
1) total number of minutes tardy?
2) disciplinaries received?
3) is the employee liked and respected well?
4)
5)
TOTAL 30%
TECHNICAL
1) deviation to proceedures or GMP?
2) contributions?
3) reports?
4)
5)
TOTAL 40%
ENVIRONMENTAL
1) contributions to the environment or community service?
2)
3)
4)
5)
TOTAL 30%
OVERALL TOTAL 100%
you can actually create more with this.
if you have anymore querries, dont hesitate to open up
Arnie
From Philippines, Cagayan De Oro
Julie,
I have a HR Consulting firm based in Kathmandu, Nepal. My company has conducted Performance Appraisal in Airlines and ISP companies. Both of them are top ranked companies in Nepal. I can forward you the form, if it seems to be useful to you. We had designed these forms for three different level - Top Management, Middle Management and Lower Management.
Please send me your personal address at:
Regards
ShailGiri
Kathmandu, Nepal
P.S: Every problem has Real Solutions. :)
From Nepal, Kathmandu
I have a HR Consulting firm based in Kathmandu, Nepal. My company has conducted Performance Appraisal in Airlines and ISP companies. Both of them are top ranked companies in Nepal. I can forward you the form, if it seems to be useful to you. We had designed these forms for three different level - Top Management, Middle Management and Lower Management.
Please send me your personal address at:
Regards
ShailGiri
Kathmandu, Nepal
P.S: Every problem has Real Solutions. :)
From Nepal, Kathmandu
Look up “performance appraisal form” in Google (with the quotation marks). You will find plenty of forms. However, I suggest you approach the problem from the other end. The performance appraisal process comes before the form. You will need to settle on your process and the objective of the process before you can even begin to decide on an effective form.
There are processes that set and measure goal attainment, some that measure behaviors as well, some that are single rater, some that are multi-rater, some that list competencies, some that list organization wide behaviors as well, some that include a numerical score, some that include written comments only, some that allow appraisee responses, some that tie the appraisal to remuneration and bonus outcomes, etc etc.
I know you want a simple form, but what is “simple” depends on the context. And a “simple” form may cause a lot of complexity further down the line as you try to fix up the damage because the “simple” form did not suit where your company is at.
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
There are processes that set and measure goal attainment, some that measure behaviors as well, some that are single rater, some that are multi-rater, some that list competencies, some that list organization wide behaviors as well, some that include a numerical score, some that include written comments only, some that allow appraisee responses, some that tie the appraisal to remuneration and bonus outcomes, etc etc.
I know you want a simple form, but what is “simple” depends on the context. And a “simple” form may cause a lot of complexity further down the line as you try to fix up the damage because the “simple” form did not suit where your company is at.
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
I am also looking for the same topic. If any one of this forum send me the stuff I will be grateful. Anju
From Germany, Aachen
From Germany, Aachen
Hi,
All your thoughts on performance appraisal have been quite insightful. I myself work for a small start up company and manage the HR functions. This july we complete one year of operations and hence the need for an appraisal. I agree that a 180 degree appraisal seems more advisable when one is doing an appraisal for the 1st time. The upward rating where subordinates appraise their managers helps cover most of the performance appraisal process.
One of the reasons for not going for a 360 degree appraisal is that at the peer level, employees tend to give favorable opinions about their peers and this might not reflect the true performance. At this time I cannot think of any other disadvantages related to this.
My question is which is more used in companies...big or small.. 180 degree appraisal or 360 degree?
Question 2 Since July is our appraisal time when is it ideal to start the process?
Finally how often should Potential appraisal be done? Should it be linked directly to annual performance appraisal or should this be done on a half-yearly basis?
Shall be grateful for your suggestions!
Regards,
Padmaja
From India, Pune
All your thoughts on performance appraisal have been quite insightful. I myself work for a small start up company and manage the HR functions. This july we complete one year of operations and hence the need for an appraisal. I agree that a 180 degree appraisal seems more advisable when one is doing an appraisal for the 1st time. The upward rating where subordinates appraise their managers helps cover most of the performance appraisal process.
One of the reasons for not going for a 360 degree appraisal is that at the peer level, employees tend to give favorable opinions about their peers and this might not reflect the true performance. At this time I cannot think of any other disadvantages related to this.
My question is which is more used in companies...big or small.. 180 degree appraisal or 360 degree?
Question 2 Since July is our appraisal time when is it ideal to start the process?
Finally how often should Potential appraisal be done? Should it be linked directly to annual performance appraisal or should this be done on a half-yearly basis?
Shall be grateful for your suggestions!
Regards,
Padmaja
From India, Pune
Hi,
Would like to know that what are the lines of differences between 90, 180, 360 and 720 degree of Performance appraisals systems. And which one is most effective.
Please also want to have some formats of all these methods. My email Id is
Would like to know that what are the lines of differences between 90, 180, 360 and 720 degree of Performance appraisals systems. And which one is most effective.
Please also want to have some formats of all these methods. My email Id is
I am working in a software company, and defining the appraisal system and forms.
My main issue is how to face a system, that oversees all the functions and categories. Since I have sales and techys, as well as 3 levels of managers.
can somebody guide me?
My main issue is how to face a system, that oversees all the functions and categories. Since I have sales and techys, as well as 3 levels of managers.
can somebody guide me?
Hey Friends,
Can you help me out with Performance Management Scenario with MNC's i.e. hows performance linked incentive calculated, what are the KPI's taken into consideration, how are the KPI's worked out and so on. ?? that is the complete system carried out with companies.
regards,
pooja
Can you help me out with Performance Management Scenario with MNC's i.e. hows performance linked incentive calculated, what are the KPI's taken into consideration, how are the KPI's worked out and so on. ?? that is the complete system carried out with companies.
regards,
pooja
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360 Performance Appraisal Format.doc