How Do I Navigate Performance Appraisals as the Sole HR in My Company? Seeking Guidance!

Dear All, Can anyone guide me on how to go about the performance appraisal in a company? I am the only senior HR in my company, and I don't have much idea about the process, except for getting the appraisal forms filled by the respective employees and their reporting heads. How do I decide the percentage of the appraisal based on the scores? Please guide me about the process.

In my opinion, you may opt for the 360-degree evaluation system. It would be beneficial for your office.

Thank you.

Hello HR Gurus, I am about to conduct a performance appraisal for my staff, especially sales personnel. Please, I need to know the processes to adopt and the forms required.

Thank you.

Best Regards, HRbiz

Appraisal System Guidance

You prefer your mode of appraisal system, either 360-degree or 180-degree appraisal (based on your time factor). First of all, you should prepare appraisal assessment sheets that cover all aspects of job performance. Divide your assessment sheet into two parts: 70% should cover job description activities, and 30% should cover communication and other activities.

Here, I am providing the 180-degree method of appraisal.

Grading System

Give the grading as follows: A+ for Excellent, A for Very Good, B for Good, C for Average. (For HR Department Use: A+ = 10%, A = 8%, B = 5%, C = 3%).

Before issuing appraisal forms, inform the assessor that in the total department strength, 10% should be graded as A+, 15% of staff should get A, 30% of staff should get B grade, and 5 to 10% of staff should get C grade. Ensure no partiality in grading staff. All should not receive the same grading.

1. Send those appraisal sheets to immediate reporting managers and obtain the grading.
2. Send another appraisal sheet to the next level of reporting manager along with the sheet provided by the immediate reporting manager (based on that, he/she will assess).
3. Collect those forms and enter them in an Excel sheet. Take the average grading of both levels.
4. Before that, discuss with management regarding the salary hike. Determine how much to hike if a person receives A+ or A grade, and similarly for B and C grades.
5. For certain designations and specified departments, obtain recommendations on the amount from the department heads.

Then proceed with the salary hike with the approval of management.

Thanks and Regards,
Ch. Ashok

Thank you for your detailed explanation. However, it is still not clear to me. "For HR Department Use A+ = 10%, A = 8%, B = 5%, C = 3%" - does this mean that 10% of the total personnel will receive A+ and so on? It would be highly appreciated if you could clarify this for me.

Thank you

I have the same query as mentioned by Mr. A K M Abidur, but before that, I would like to let you know what I understood by A+=10% and so on. I think you have a clue about the hike in the basic salary of the employees. It means if an employee gets an A+ grade, then a 10% hike will be applied to their existing basic salary.

Regards,
Umesh

Immediate Reporting Managers and Next Level Heads will only provide grading to us. For each grade, we need to assign a value to calculate the overall performance rating. For example, in the assessment sheet, if you mention 10 qualities and the Reporting Manager gives an 'A' grade for all points, we assign that the employee is performing at 80% because we have assigned an 'A' Grade Value of 8.

I hope you understand this.

Regards,
Ch. Ashok

I want to write a good email for appraisal purposes. Please send a sample format. I have filled out the appraisal form and now I want to send it to the PM. Give me suggestions.

Regards,
Prasada

Can anybody post a questionnaire for studying the performance management system of a company? Managers don't have time to give answers to verbally asked questions here. They prefer to have a questionnaire built to assess the system at their company.

Thank you all.