How Do You Measure Employee Performance? Check Out This Appraisal Form Template

Dear friends,

Please find attached the format of the Performance Appraisal. I hope this will help you measure the performance of all your employees.

Ciao

Dear Dwivedi,

Thank you for the information. When you recruit a new employee, how do you determine the salary breakdown? Specifically, how do you determine the basic, HRA, CCA, and other benefits?

Regards,
R. Raja

Dear Dwivedi,

Thank you for the information. When recruiting a new employee, how do you determine the salary breakdown? Specifically, how do you decide on the basic salary, HRA, CCA, and other benefits?

Regards, R. Raja

Do you have a fixed format for creating a standard operating procedure for a performance management system using a balanced scorecard?

Hi Deepak,

Thanks for the post. Would you also be able to help me with the Balanced Scorecard? I need to create one that encompasses all levels and verticals. I am looking to define 4 to 5 basic categories that will be applicable to everybody. Perhaps something to assess how individuals are contributing towards the organizational goals and objectives; an objective tool to measure performance.

Thank you.

Dear Deepak,

Could you please guide me on how to set up the CTC salary, including HRA, TA, DA, etc., for the new employee?

Thank you.

Dear All,

I would like to know if there are any problems or information that need to be considered while giving an increment to an employee for the year in such a way that the overall gross salary is increased, even if there is an increase in certain components while a decrease in others. For example, including LTA as a component in the current year as opposed to the previous year, while decreasing the value of HRA.

If someone has clarity on this matter, kindly let me know.

Thanks

Thank you for your feedback. I'm glad to hear that the information was helpful to you, even though you came across it later. I'm also pleased to hear that your HRM papers have gone well, resulting in an A grade. Take care.

Dear All,

I face a problem. I have a Master's Degree in Business Administration, and I am a Human Resources Manager. Unfortunately, my English language skills are poor. I need help from you to tell me how I can improve my English.

Thanks,
Eman

You should read a page of English, be it from a newspaper or a magazine, or maybe a storybook. Please read it LOUDLY, and after a month, start reading it in front of the mirror. Even if your English is poor, never stop talking in English. All the best, and remember, no one is PERFECT.

Hi Deepak,

Thank you very much for the valuable formats. However, how would you analyze information from this format and utilize it? I understand the development plan aspect, but if I have to link this appraisal with salary increments, how would I do it?

Your inputs will be greatly appreciated.

Thanks,
Malini

Deepak,

You made a very good form. But there are some serious questions that you have to clarify/answer:

1. You introduced a three (3)-part (Performance Factor) tool with a fixed weight assignment. The General Competencies factor was given a 25% weight and has a total of 15 competencies to rate with a minimum score of 10 points (or 150 points for all 15). Question: How would HR process the scores to arrive at a logical 25% weight?

2. The Individual Objective was given a 55% weight while the Team Objective was given a 20% weight. How would these weights be divided by each factor that would ensure fairness and objectivity?

3. The columns after the Team and Individual Objectives talk about "degree of achievement" and "score." What would be the basis for making an objective assessment/judgment on each sub-factor enumerated? Will each sub-factor use the same "Score Standard" proposed for the "General Competencies"?

4. Every organization has its own unique set of "corporate work values" and "competencies list." Is your list of 15 pre-identified "general competencies" mandatory or flexible to user organizations?

5. An appraisal tool to be effective must be user-friendly. Have you pre-tested your standard "scores" and come out with a logical summary that can withstand legal questions?

Best wishes.

Ed Llarena, Jr. Managing Partner Emilla Consulting (landline) (mobile)

Performance Assessment Overview

A performance assessment (PA) or performance evaluation is a systematic and regular process that evaluates the performance of an individual employee and labor productivity in relation to certain pre-established criteria and objectives of the organization.

Many thanks for sharing these performance measurement tools. They have really helped me refine what I had prepared in relation to the balanced scorecard.

Regards,
Wambali

Dear All,

My management is interested in carrying out an appraisal of management by employees. This would involve gathering suggestions or complaints from employees about management, receiving comments on company processes, and noting expected changes, among other things. Can anyone help me with this? Does anyone have a form?

Need help