Seeking Performance Appraisal Examples for Experienced HR Executives: Can You Help?

Can anyone share with me a performance appraisal for HR executives who have a minimum of 3 years of experience in the industry with experience in all HR functions?

Regards,
VINAY

Vinay, what you are asking is not a performance appraisal but the market rate of an executive with qualifications as stated. I suggest you buy a compensation survey and check out the equivalent position.

Best wishes,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

Hi, could you please let us know how an HR executive's performance is evaluated and what attributes are taken into account?

Regards,
Durga

Durga,

Hi! Executives, Managers, Supervisors, and Rank and File Employees must be evaluated in the same manner. This means they should be evaluated based on their agreed work plans and target outputs for the given performance period.

I am saying this because I oppose evaluations that are not based on work plans and target outputs. I am also against evaluations whose parameters or performance indicators are not made known to the subordinate before the start of the evaluation period.

As such, HR Executives should be evaluated in this manner too. What may be different for HR Executives (vis-a-vis other executives) would be their work plans and performance indicators.

Unlike other executives whose targets may be specific and easily quantifiable, the HR job can be assessed or evaluated using ongoing HR programs and projects, especially their impact and effectiveness on the entire organization (e.g., Reduction of Absenteeism through Industrial Counseling and Perfect Attendance Award; Promotion of Industrial Peace through Creation of Labor Management Council or facilitation of a Union's Certification of Election; Improvement of Employee Morale through the introduction of Employee Recognition and Rewards Programs).

Best wishes.

Ed Llarena, Jr.

Managing Partner

Emilla Consulting

Hi Ed Llarena,

I have just completed my survey on job satisfaction, and I noticed that a huge percentage of people, almost 50%, have selected the neutral option, while 40% indicated they were very satisfied and 10% very dissatisfied. Do you analyze neutral as being good or bad? What are the different ways of looking at neutral?

Hi Nats,

Bottom line, if your company's 50% workforce says neutral—> they're bored!! They lack motivation and hence no satisfaction. Remember Herzberg's 2-factor theory??? On the other hand, rationally speaking, neutral may mean dissatisfaction due to any reason: pay, work culture, peers and superiors' behavior, or plain old family problems. Neutral may also mean satisfaction because if the person is content and considers showing it on the poll, they may hesitate as they might not want their superiors to know they are satisfied, fearing extra work or time they may have to bear.

But again...remember the bottom line...the employees are bored, and you've got to do something to liven things up and raise the satisfaction level.

Chow,
Junaid

Hi Vinay,

HR executives ensure that each and every employee in the organization has their performance appraisals without any hassle. However, for HR professionals like us, it is not done in a proper manner. We don't get our promotions on time nor the salary hikes. We are absolutely left behind.

Hi All,

Ed Llarena, Jr. has aptly discussed HR performance measurements; I would like to add a few points:

1. Opinions should be collected from all top and middle-level management regarding the performance of an HR manager.
2. Feedback from key employees is essential.
3. Investigation into any past grievances from employees is crucial.
4. Comparing the current situation with the past, before and after the HR manager assumed responsibility, is important.

In addition to maintaining records and issuing offer letters, the human touch that HR provides to an organization is vital and should not be overlooked.

Hi All,

Could anyone please send an annual appraisal format for all the employees? We have already implemented the system for improvement, so kindly share a format.

Regards,
Y.V. Madhava Reddy

Hi,

I agree with Ed Llarena on this. It doesn't look like you are in need of performance evaluation, rather a market survey. You need to get the survey done.

I don't think that there is any specific measure to gauge performance for an HR Executive. The procedure is always the same for all employees, except competency differs for different functions.

Deepa

Dear Ed Llarena,

I am pursuing an MBA program from Pune, India. I would like to know about the difference between Recruitment and Selection. Kindly add your valuable contribution to this topic.

With regards,
Sourav

Email: sm.mailme@gmail.com