Hello Seniors,
Our organization's employee strength is 120. Our management has asked me about performance appraisal and methods of performance management systems. Can anyone suggest and help me with how to conduct performance appraisals and any formats to follow?
Please help me, Seniors.
Regards, Churchill
From India, Bangalore
Acknowledge(0)
Amend(0)
1Our organization's employee strength is 120. Our management has asked me about performance appraisal and methods of performance management systems. Can anyone suggest and help me with how to conduct performance appraisals and any formats to follow?
Please help me, Seniors.
Regards, Churchill
From India, Bangalore
Acknowledge(0)Amend(0)
Hello, Churchill. Here are some questions that will help you choose the performance management system that is right for your organization.
- What is the purpose of the performance management system?
- How will you know that you have achieved your purpose?
- Will the system appraise goals and objectives, behaviors, or both?
- How will you appraise performance: manager appraisal, multi-rater feedback, objective measures, or manager staffing reviews, or a combination?
- How will you reward good performance/exceptional performance?
- How will you fund rewards?
- How will you handle disagreements between appraiser and employee?
- Will the appraisal cycle be based on the business cycle or employee anniversary date?
To answer these questions, you and your executive team will need to consider:
- Your current management capability
- Size of workforce
- Types of jobs
- Geographical disparity of workforce
- IT systems capability
- Current business measurement systems
- Organizational culture, including levels of trust and openness
- Current rewards and remuneration system
- Current organizational strategy and goals
- Current performance management system
- Budget availability
- Level of executive support
As you can see, what performance management system is right for your organization depends on a number of factors. As well as becoming familiar with different appraisal and rewards systems, you will need to choose one that suits your organization. There is no single right answer, and whatever system you choose to design and implement should be a system that you are comfortable with and that has the support of the executive team and employees.
You can find out more about performance management systems at www.businessperform.com/html/employee_performance_management.html
Les Allan Business Performance P/L - HR Resources
http://www.businessperform.com
From Australia, Glen Waverley
Acknowledge(0)Amend(0)
- What is the purpose of the performance management system?
- How will you know that you have achieved your purpose?
- Will the system appraise goals and objectives, behaviors, or both?
- How will you appraise performance: manager appraisal, multi-rater feedback, objective measures, or manager staffing reviews, or a combination?
- How will you reward good performance/exceptional performance?
- How will you fund rewards?
- How will you handle disagreements between appraiser and employee?
- Will the appraisal cycle be based on the business cycle or employee anniversary date?
To answer these questions, you and your executive team will need to consider:
- Your current management capability
- Size of workforce
- Types of jobs
- Geographical disparity of workforce
- IT systems capability
- Current business measurement systems
- Organizational culture, including levels of trust and openness
- Current rewards and remuneration system
- Current organizational strategy and goals
- Current performance management system
- Budget availability
- Level of executive support
As you can see, what performance management system is right for your organization depends on a number of factors. As well as becoming familiar with different appraisal and rewards systems, you will need to choose one that suits your organization. There is no single right answer, and whatever system you choose to design and implement should be a system that you are comfortable with and that has the support of the executive team and employees.
You can find out more about performance management systems at www.businessperform.com/html/employee_performance_management.html
Les Allan Business Performance P/L - HR Resources
http://www.businessperform.com
From Australia, Glen Waverley
Acknowledge(0)Amend(0)
Dear Mr. Las Allen,
Thank you for your reply. You mentioned that we need to determine the performance management system that is applicable or suitable for our management.
I have discovered that a 360-degree or 180-degree performance appraisal would be suitable for our organization. However, if we opt for the 360-degree appraisal, superiors would have to appraise their subordinates, and vice versa.
Considering that our employees are mostly diploma candidates who have completed diploma courses, they may not be adept in literature. My concern is how these employees can effectively appraise their seniors. Do they possess the capability? If only 50% of the employees have the necessary ability, will the remaining 50% provide accurate appraisals? How can I address this issue?
On the other hand, if we choose the 180-degree appraisal, superiors would evaluate their subordinates. Yet, I am hesitant to adopt this system because if any issues exist between superiors and subordinates, inaccurate appraisals may occur, as evident within our organization.
I am unsure whether to implement a 90-degree appraisal or stick with the 180-degree/360-degree appraisal system. Please advise me on which system to follow.
Regards,
Churchill
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you for your reply. You mentioned that we need to determine the performance management system that is applicable or suitable for our management.
I have discovered that a 360-degree or 180-degree performance appraisal would be suitable for our organization. However, if we opt for the 360-degree appraisal, superiors would have to appraise their subordinates, and vice versa.
Considering that our employees are mostly diploma candidates who have completed diploma courses, they may not be adept in literature. My concern is how these employees can effectively appraise their seniors. Do they possess the capability? If only 50% of the employees have the necessary ability, will the remaining 50% provide accurate appraisals? How can I address this issue?
On the other hand, if we choose the 180-degree appraisal, superiors would evaluate their subordinates. Yet, I am hesitant to adopt this system because if any issues exist between superiors and subordinates, inaccurate appraisals may occur, as evident within our organization.
I am unsure whether to implement a 90-degree appraisal or stick with the 180-degree/360-degree appraisal system. Please advise me on which system to follow.
Regards,
Churchill
From India, Bangalore
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
This discussion thread is old and is closed for new comments. If you want to continue this discussion or have a follow up question, please post a new thread. Add the url of this thread if you want to cite this discussion.
Performance Appraisal Methods.doc
Methods-of-Perf ormance-Apprais al-2.pdf