Hi friends,
I know most of you are aware of the importance of conducting performance appraisals at your organization. Recently, I have come across a package on performance appraisals with many sample forms. I hope you find it useful.
Ravi
From India, Vijayawada
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I know most of you are aware of the importance of conducting performance appraisals at your organization. Recently, I have come across a package on performance appraisals with many sample forms. I hope you find it useful.
Ravi
From India, Vijayawada
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Dear Priyanka India,
You just need to use the search tab given on this site for loads of sample questionnaires. Just check some and create a questionnaire according to your organization's specific needs. If you still have specific doubts, feel free to post them here.
From India, Bangalore
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482You just need to use the search tab given on this site for loads of sample questionnaires. Just check some and create a questionnaire according to your organization's specific needs. If you still have specific doubts, feel free to post them here.
From India, Bangalore
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[ I thing this is really useful and informative for HR professional for designing the apparisal form and also for individual Bhushan Rajput
From India, Hyderabad
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From India, Hyderabad
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No doubt that the formats are exhaustive, but you should take care in designing your form using all the available resources. Use the KISS principle. A paper or Excel-based appraisal needs to be re-input into a broad Excel for the collation of multiple results, for example, goals, goal scores, specific competency scores, overall competency scores by department, development plans, bell curve, employee vs. manager vs. reviewer scores/ratings, salary/promotion recommendations, etc.
All the best.
Ankur
From India, Delhi
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All the best.
Ankur
From India, Delhi
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Hello Priyankaindia,
Thanks for sharing but can I 'shake the tree' and ask everyone to consider if the old performance appraisal system is really the best method where a manager can discuss an employee's performance?
Increasingly most best practice organisations are leaving the appraisal system and developing more flexible performance development approaches that are working fantastically, in terms of improved staff performance, lower absenteeism, increased levels of participation and ownership and less industrial disputes.
The attachment outlines some interesting points that members will consider if the ‘old' performance review system is outdated and if the performance management OR development model best suits their organisation and a flexible workplace in 2010?
Cheers
Ron
From Netherlands
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Thanks for sharing but can I 'shake the tree' and ask everyone to consider if the old performance appraisal system is really the best method where a manager can discuss an employee's performance?
Increasingly most best practice organisations are leaving the appraisal system and developing more flexible performance development approaches that are working fantastically, in terms of improved staff performance, lower absenteeism, increased levels of participation and ownership and less industrial disputes.
The attachment outlines some interesting points that members will consider if the ‘old' performance review system is outdated and if the performance management OR development model best suits their organisation and a flexible workplace in 2010?
Cheers
Ron
From Netherlands
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Performance appraisal systems.pdf
Performance Appraisal Form for Staff.doc