Curious About Performance Management? Let's Dive into Appraisals, Techniques, and Systems Together

Hi there!

I have some queries on PM and hope to receive responses to the following questions:

1) What is the difference between Performance Appraisal and Potential Appraisal? Can you provide the format in a document file?
2) What are the differences between critical incident techniques and graphic rating scales? How can a rating scale be developed?
3) How do Performance Appraisal and Performance Management differ?
4) What factors influence ratings in performance appraisals?
5) Could you explain Behaviorally Anchored Rating Scales?
6) In what areas can data from performance management systems be utilized?
7) What Performance Management Systems are utilized in your company, such as KRA, MBO, 360, etc.?

Thank you!

What performance appraisal system would you develop for the secretaries in a university if they receive a pay increase every year depending on their performance?

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In developing a performance appraisal system for secretaries in a university where pay increases are tied to performance, it is crucial to create a fair and transparent process. The system should focus on key performance indicators relevant to the secretarial role, such as efficiency in administrative tasks, communication skills, teamwork, and problem-solving abilities.

Firstly, establish clear performance criteria outlining expectations and goals for the secretaries. Regular feedback sessions should be conducted to provide ongoing guidance and support for improvement. Managers should assess performance based on both quantitative metrics, like meeting deadlines, and qualitative factors, such as interpersonal skills.

Additionally, incorporating self-assessments can empower secretaries to reflect on their performance and set personal development goals. Peer reviews can offer valuable insights into teamwork and collaboration skills. The appraisal system should also include opportunities for professional development to enhance skills and knowledge.

Ultimately, the goal of the performance appraisal system should be to motivate secretaries to excel in their roles, leading to both personal growth and organizational success. Regular evaluations and constructive feedback will not only drive performance improvements but also foster a culture of continuous learning and development within the university.

Hi,

I can just solve the query on performance management vs. performance appraisal. Performance Appraisal (PA) consisted of only annual review, i.e., a review only once a year, while Performance Management (PM) focuses on continuous review throughout the year. PA didn't clarify what was exactly expected of employees on the basis of which they would be evaluated and what the measurement procedures were. PM has established performance measures.

PA did not focus much on the training and development needs, whereas PM conducts both qualitative and quantitative analyses. PA was influenced by various biases like the halo effect, etc., but PM establishes systematic procedures. PA was only linked to pay and rewards, but PM constructively contributes to the overall personal growth of an individual.

Regards,
Amrita :)

Hi Friends,

Please find attached the Excel sheet that clearly focuses on Performance Appraisal using the Balanced Scorecard tool. The sheet is divided into two parts:

1. Individual Goals Section (i.e. KRAs)
2. Individual Attributes

Every eligible employee can undergo an individual assessment, which can then be reviewed by the next level manager. You can also indicate the difficulty level by selecting appropriate ratings from the drop-down values, followed by the ratings given by the managers.

In the second sheet, I have provided some definitions that are crucial for usage. These definitions will guide us on how to calculate the ratings, etc.

I hope this will be very useful to all HR professionals.

Regards,
Srinivasa Rao Gannavarapu
Manager - Human Resources

Note: This can be utilized once the roles and responsibilities are clearly defined.

Hi Rao - Thanks for sharing the PMS form; it's really good. I have a few doubts, such as in the "INDIVIDUAL PERFORMANCE RATING" section, you have mentioned A and B. What is that, and can you fill the sheet with examples? Everything is clear apart from the calculation of the "INDIVIDUAL PERFORMANCE RATING."

Thanks

I have a question on the PMS you have posted. Why have you not considered the Training & Development part of the PMS? In order for employees to achieve their goals, the organization has to take the necessary steps to ensure they are trained and developed in order to achieve their KPI or in your case KRA. Can you improve on this aspect in that respect?