Seeking Effective Performance Appraisal Procedures for Mid-Sized Organizations

Performance Appraisal Procedures

I am working in a mid-sized organization and I am looking for the format or set of procedures to be followed for performance appraisal.

Regards,
S. Chockalingam
HR & Admin

Whatever the appraisal format you adopt that suits your organizational requirements, I'd like to suggest that its implementation should be transparent. The views of the employees are to be considered in true spirit; the 360-degree feedback method is to be followed. Democracy at work is more important. The acceptability of employees is crucial as it creates more involvement of employees. Otherwise, it could be counterproductive.

Regards,
Satya Tulasi

Format whatever you use, but while setting the goals, it should be very clear for each goal. Once the appraisal year completes, you should have a one-on-one discussion with the employee's reporting boss. This discussion should be in the presence of HR. While conducting the appraisal, goals should be measurable on a pure performance basis.

Regards.

In the appraisal, there should be Key Performance Indicators, which are, in other words, goals and targets. I feel there should be a provision for quarterly reviews of performance, and any suggestions and adverse comments should be recorded and communicated to the employee.

Regards,
Satyatulasi

Performance Appraisal as Part of Performance Management

Performance appraisal is only one of the components of the total performance management system. I have spent years in this area in different types of businesses. Other important elements are Role Clarity, Performance Planning, and Performance Monitoring. Also, performance appraisal should be development-oriented and not just focused on increments and promotions. More in person if you are interested...

A good performance procedure is determined by the setting of objectives, goals, and job descriptions, which are backed by job specifications. Other aspects can be discussed by the jobholder and his/her supervisor.

Thanks.
Regards.