Dear Kashif,
You have shared three forms for Performance Appraisal (PA). However, the question arises about applicability of these forms vis-à-vis modern HR practices of the 21st century. The forms could have been appreciated during the days of personnel management.
In today's era, we do not measure the qualities like teamwork, communication or decision making skills but what benefits the organisation accrued because of these qualities that employee or manager possessed. What if based on these forms, an employee gets good rating in each attribute but he/she is unable to provide evidence of how these qualities translated into higher productivity or higher revenue.
Therefore, while designing the PA form, we need to measure increase/decrease of the following for each job:
a) Quality
b) Quantity
c) Customer Satisfaction
d) Cost
e) Accuracy
f) Turnaround time
g) Delivery time
h) Capacity utilisation
It may not be possible to devise the measures on each of the above attributes but at least 3-4 attributes must be covered. What is the use of PA if organisation does not assign
HCROI for HR Manager? If you wish to go through the measures of performance for Purchase Manager, then refer the following post:
https://www.citehr.com/315735-kra-pu...ml#post1704402
Please do not take my above comments personally. Please note that my objective was to do dispassionate evaluation of your post.
Thanks,
Dinesh Divekar