Hi everyone,
I am working with an event management company which has recently been started. It became operational in November 2007. I am the only one working in HR. We have no performance appraisal system in place here. We have branches in Mumbai, Bangalore, Kolkata, etc. Now, I have to present a performance appraisal system to my boss as soon as possible. I have no idea about the appraisal system as I am a fresher. Can you please help me? I want to know how and where to begin evaluating performance, what kind of information is required, and what formats I would need. I want a simple appraisal system. If someone can provide me with a sample system, it would be very useful.
Thanks,
Shweta
From India, Delhi
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1I am working with an event management company which has recently been started. It became operational in November 2007. I am the only one working in HR. We have no performance appraisal system in place here. We have branches in Mumbai, Bangalore, Kolkata, etc. Now, I have to present a performance appraisal system to my boss as soon as possible. I have no idea about the appraisal system as I am a fresher. Can you please help me? I want to know how and where to begin evaluating performance, what kind of information is required, and what formats I would need. I want a simple appraisal system. If someone can provide me with a sample system, it would be very useful.
Thanks,
Shweta
From India, Delhi
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Dear Swetha, Greetings! I have attched a sample Appraisal System which I have taken from this group only. Hope it will be useful for u. Take care. Rgds, John N
From India, Madras
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From India, Madras
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Hi Shweta,
I am giving you a format that is used in our company. You just need to fill up the KRAs of each individual in it and calculate as per the calculation mentioned in the format. This format is not only based on KRAs but also on behavioral attributes. If you need further help, please contact me.
Regards,
Shruti
From India, Mumbai
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I am giving you a format that is used in our company. You just need to fill up the KRAs of each individual in it and calculate as per the calculation mentioned in the format. This format is not only based on KRAs but also on behavioral attributes. If you need further help, please contact me.
Regards,
Shruti
From India, Mumbai
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Hi Shweta,
I have completed my project on performance appraisal, and now I am sending you a 90-day appraisal form from an IT company. It's really helpful for you. If you have any queries, feel free to ask me via email at anita.d.joshi@gmail.com. 😊
From India, Pune
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I have completed my project on performance appraisal, and now I am sending you a 90-day appraisal form from an IT company. It's really helpful for you. If you have any queries, feel free to ask me via email at anita.d.joshi@gmail.com. 😊
From India, Pune
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Hi Shweta, Please find attached the Performance Appraisal Form which is used in our company. Hope so It will Help You. :) Regards, Monica
From India, Delhi
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From India, Delhi
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Hi Shweta,
Most companies have performance management policies and processes that require, among other things, an annual formal written evaluation for each employee. Some companies go further and also require quarterly reviews.
Normally, the following steps are typical in most IT companies:
Quarterly/half-yearly/yearly performance review
Self-performance review
Performance review from the Head of Department
Performance review from HR
After probation:
Appraisal
Confirmation with/without increment
After confirmation:
Yearly increment
Standard/Special/Outstanding
Promotion
I have attached our sample form of a performance review for your information. Hope this information will help you out!
Warm Regards,
Deeps
From India, Pune
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Most companies have performance management policies and processes that require, among other things, an annual formal written evaluation for each employee. Some companies go further and also require quarterly reviews.
Normally, the following steps are typical in most IT companies:
Quarterly/half-yearly/yearly performance review
Self-performance review
Performance review from the Head of Department
Performance review from HR
After probation:
Appraisal
Confirmation with/without increment
After confirmation:
Yearly increment
Standard/Special/Outstanding
Promotion
I have attached our sample form of a performance review for your information. Hope this information will help you out!
Warm Regards,
Deeps
From India, Pune
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Hello...
Reviewer is: Who is going to sign at the end.
For common form (Single form): The reviewer will be the top authority (In our case, the VP is the reviewer).
Procedure is: We circulate the single form to the first Head of the respective department/project manager. With their comments, he/she will forward the form to the HR department. With the comments of HR, it will go to the VP (Vice President). In the presence of / the discussion with HR & HOD/PL, the VP signs the performance review form. That's why, in this case, the VP is the reviewer.
Hope it is clear to you. If you have any queries, feel free to get back.
Warm Regards, Deeps
From India, Pune
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Reviewer is: Who is going to sign at the end.
For common form (Single form): The reviewer will be the top authority (In our case, the VP is the reviewer).
Procedure is: We circulate the single form to the first Head of the respective department/project manager. With their comments, he/she will forward the form to the HR department. With the comments of HR, it will go to the VP (Vice President). In the presence of / the discussion with HR & HOD/PL, the VP signs the performance review form. That's why, in this case, the VP is the reviewer.
Hope it is clear to you. If you have any queries, feel free to get back.
Warm Regards, Deeps
From India, Pune
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Hi Monica,
The appraisal form you have attached gives the big picture of the appraisal. I would appreciate it if you could share the 360-degree appraisal form; otherwise, should I merge it with the same draft? Please advise.
Thanks,
Gautham C.
From India, Chennai
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The appraisal form you have attached gives the big picture of the appraisal. I would appreciate it if you could share the 360-degree appraisal form; otherwise, should I merge it with the same draft? Please advise.
Thanks,
Gautham C.
From India, Chennai
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Dear Shruti,
Regarding the review form attached, I would like to thank you for sharing such a beneficial sheet. However, I need some information regarding the use of this sheet. Can I ask?
Hossam Nabil HR OD Section Head
From Egypt, Gizeh
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Regarding the review form attached, I would like to thank you for sharing such a beneficial sheet. However, I need some information regarding the use of this sheet. Can I ask?
Hossam Nabil HR OD Section Head
From Egypt, Gizeh
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Hi, Shweta. Many people seem to have replied to your query. I hope that will suffice. If not, then I would like to know more details like the hierarchy, number of employees, and what kind of KRAs they have so that a detailed one can be sent. Till then, cheers.
Pravin
From India, Thiruvananthapuram
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Pravin
From India, Thiruvananthapuram
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Hi Shweta,
Do you have operations in Chennai? I would be interested in working with the event management company. Can you help me? I am a corporate communications guy.
If you have any offers, please revert to me at prince.lawrence@yahoo.co.in.
Regards,
Prince
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Do you have operations in Chennai? I would be interested in working with the event management company. Can you help me? I am a corporate communications guy.
If you have any offers, please revert to me at prince.lawrence@yahoo.co.in.
Regards,
Prince
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hello . I am doing mba and have to do a project on performance apprasal system. can any 1 tell me how shaould i go about it are perfoemance apprasal and performance aprasal system r same thing.
From India, Mumbai
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From India, Mumbai
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Hi there,
This site contains a lot of information about performance appraisal and I have posted a lot of replies in the same should you use the search key this site I have always recommended measuring performance by objective however in brief:
•You need to work with the management to decide what are the generic competence that your measuring your employees against organization wise
•In management by objective you need to have a set of KPI for employees to measure them against and hold them accountable you can use employees job description to do that and the annual organization objective.
•You need to add training and development section in your performance appraisal
•Don't forget to go back to your human resources manual to help you do the system
•You tie your results to a compensation & benefit of your organization i.e. the score in percentage is = to how much increment or bonus the employee is receiving at the end of the evaluation
The appraisal form should cover the following:
Employee basic information
Name , Date of employment, Designation, date of evaluation, grade, supervisor reporting to
What is your annual KPI your measured against
Any Special projects employee has involved in
Competence set to evaluate your employee against
Training & Development what are the training & development required for employee to do
Approvals
If you require any help do send me an email below
From Oman, Muscat
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This site contains a lot of information about performance appraisal and I have posted a lot of replies in the same should you use the search key this site I have always recommended measuring performance by objective however in brief:
•You need to work with the management to decide what are the generic competence that your measuring your employees against organization wise
•In management by objective you need to have a set of KPI for employees to measure them against and hold them accountable you can use employees job description to do that and the annual organization objective.
•You need to add training and development section in your performance appraisal
•Don't forget to go back to your human resources manual to help you do the system
•You tie your results to a compensation & benefit of your organization i.e. the score in percentage is = to how much increment or bonus the employee is receiving at the end of the evaluation
The appraisal form should cover the following:
Employee basic information
Name , Date of employment, Designation, date of evaluation, grade, supervisor reporting to
What is your annual KPI your measured against
Any Special projects employee has involved in
Competence set to evaluate your employee against
Training & Development what are the training & development required for employee to do
Approvals
If you require any help do send me an email below
From Oman, Muscat
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Performance Appraisal System.docx
A SIMPLE STUDY ON PERFORMANCE APPRAISAL SYSTEM.ppt