Hello,
We are a software engineering company. The total strength is 80 employees. The challenge I have is to create a performance appraisal system. Along with the software development department, we also have an in-house BPO, call center, medical transcription, and a training department. Setting up an appraisal system for all, having one basis, and yet having to cater to diversified departments is confusing yet challenging.
Please give your suggestions or any sites that can really help.
From India, Pune
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We are a software engineering company. The total strength is 80 employees. The challenge I have is to create a performance appraisal system. Along with the software development department, we also have an in-house BPO, call center, medical transcription, and a training department. Setting up an appraisal system for all, having one basis, and yet having to cater to diversified departments is confusing yet challenging.
Please give your suggestions or any sites that can really help.
From India, Pune
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Hi,
Make a performance appraisal form for each department. 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. You can use the following steps for the appraisal:
* Quarterly/half-yearly/yearly performance review
> Self-performance review (Ask the employee to submit the form to PL/TL)
> Performance review from the Head of the Department (Ask HOD to write his/her comments)
> Performance review from HR (based on the above, finalize the appraisal)
After probation.
* Appraisal
Confirmation with/without increment
After confirmation.
* Yearly increment
> Standard/Special/Outstanding
> Promotion
I have attached a sample form of a performance review/appraisal form. Hope it'll help you out.
Regards,
Deeps
From India, Pune
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3Make a performance appraisal form for each department. 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. You can use the following steps for the appraisal:
* Quarterly/half-yearly/yearly performance review
> Self-performance review (Ask the employee to submit the form to PL/TL)
> Performance review from the Head of the Department (Ask HOD to write his/her comments)
> Performance review from HR (based on the above, finalize the appraisal)
After probation.
* Appraisal
Confirmation with/without increment
After confirmation.
* Yearly increment
> Standard/Special/Outstanding
> Promotion
I have attached a sample form of a performance review/appraisal form. Hope it'll help you out.
Regards,
Deeps
From India, Pune
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Thank you, Deep, for your valuable information.
We have a semi-annual appraisal system that includes self, supervisor, and HR evaluations, followed by deriving an average. However, a challenge we face is that the current system is universal. As we are in the process of policy renewal and aiming to establish separate departments, we also need to segregate their appraisals.
Additionally, we are working towards transitioning the appraisals to be more production and incentive-based. Currently, the system is a mix of objective and subjective criteria. My goal is to refine it further to ensure it accurately reflects the actual or "real" appraisal process. I hope this clarifies my intention.
If you have any further suggestions, please feel free to share. Thank you.
From India, Pune
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We have a semi-annual appraisal system that includes self, supervisor, and HR evaluations, followed by deriving an average. However, a challenge we face is that the current system is universal. As we are in the process of policy renewal and aiming to establish separate departments, we also need to segregate their appraisals.
Additionally, we are working towards transitioning the appraisals to be more production and incentive-based. Currently, the system is a mix of objective and subjective criteria. My goal is to refine it further to ensure it accurately reflects the actual or "real" appraisal process. I hope this clarifies my intention.
If you have any further suggestions, please feel free to share. Thank you.
From India, Pune
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Self-appraisal is the best system and should be compared with the immediate supervisor's appraisal. If the self-assessment matches with the supervisor's evaluation by a significant percentage, such as 70% to 90%, then the performance can be deemed most satisfactory. Based on this comparison, appropriate decisions can be made.
jagdeesh.s
9986648480
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jagdeesh.s
9986648480
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As Jagdish says, self-appraisal is the best system and should be compared with the immediate supervisor's appraisal. It's a good suggestion. In this case, you can create separate forms for different departments and try to make them objective. This means having two forms (Self and immediate supervisor) for half-yearly appraisals. You can also include more subjective and incentive points in your performance form. This will make it easier to evaluate each individual.
Warm regards,
Deeps
From India, Pune
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Warm regards,
Deeps
From India, Pune
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Hi,
Self appraisal is good in theory, but it may not always yield the desired outcomes. It is widely known that appraisals serve the purpose of motivation and self-improvement; therefore, self-appraisal alone may not be sufficient.
I believe that a 360-degree appraisal would be more beneficial as it allows for feedback from multiple sources.
Thank you,
Jyothi
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Self appraisal is good in theory, but it may not always yield the desired outcomes. It is widely known that appraisals serve the purpose of motivation and self-improvement; therefore, self-appraisal alone may not be sufficient.
I believe that a 360-degree appraisal would be more beneficial as it allows for feedback from multiple sources.
Thank you,
Jyothi
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