Hi HR Gurus,
I am in the process of preparing a Performance Review Form. Ours is an IT Staffing Industry. I'm preparing a quarterly performance review sheet. I've divided it into two parameters which are Business and Values. Business holds 70% and Values hold 30%. I'm attaching the file in which I've written all the parameters to be evaluated. I'm confused about how to rank a person on all these parameters. This is the first time I'm working on performance management. So, please guide me on how to go about it. Please help me. It's a learning phase for me.
Waiting for a good response.
Thanks,
Anjali
From India, Hyderabad
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I am in the process of preparing a Performance Review Form. Ours is an IT Staffing Industry. I'm preparing a quarterly performance review sheet. I've divided it into two parameters which are Business and Values. Business holds 70% and Values hold 30%. I'm attaching the file in which I've written all the parameters to be evaluated. I'm confused about how to rank a person on all these parameters. This is the first time I'm working on performance management. So, please guide me on how to go about it. Please help me. It's a learning phase for me.
Waiting for a good response.
Thanks,
Anjali
From India, Hyderabad
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Dear Anjali,
We also have a quarterly review system in our organization. Though the parameters are different, the method of review is as follows:
We have 8 major parameters on which we evaluate our employees, and each parameter carries 15 points.
Furthermore, each parameter is divided into 3 sub-parameters, each worth 5 points.
Method:
Supervisors rate their team members on each sub-parameter, i.e., they give points out of 5. This gives us a total for the main parameter, i.e., a score out of 15.
Similarly, this process is done for all the 8 parameters.
Final Assessment
The total of all scores given is calculated and then divided by 120, i.e., (15*8), and multiplied by the maximum points on the rating scale.
We have a scale of 10 points, which gives us an average of the scores obtained.
Rating
A - Outstanding (9-10)
B - Above Average (7-8)
C - Average (5-6)
D - Below Average (1-4)
We have decided upon a percentage of salary hike for each rating. Depending on the scores obtained, whichever category an employee falls into, we decide on his/her increment amount.
I hope this information will be helpful to you.
Regards,
Bhavna
From India, Delhi
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33We also have a quarterly review system in our organization. Though the parameters are different, the method of review is as follows:
We have 8 major parameters on which we evaluate our employees, and each parameter carries 15 points.
Furthermore, each parameter is divided into 3 sub-parameters, each worth 5 points.
Method:
Supervisors rate their team members on each sub-parameter, i.e., they give points out of 5. This gives us a total for the main parameter, i.e., a score out of 15.
Similarly, this process is done for all the 8 parameters.
Final Assessment
The total of all scores given is calculated and then divided by 120, i.e., (15*8), and multiplied by the maximum points on the rating scale.
We have a scale of 10 points, which gives us an average of the scores obtained.
Rating
A - Outstanding (9-10)
B - Above Average (7-8)
C - Average (5-6)
D - Below Average (1-4)
We have decided upon a percentage of salary hike for each rating. Depending on the scores obtained, whichever category an employee falls into, we decide on his/her increment amount.
I hope this information will be helpful to you.
Regards,
Bhavna
From India, Delhi
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Thanks a lot Bhavna for ur help... One more thing can also please guide me how to link these quarterly reviews with yearly appraisals. Is thr any format u can share with me. Thanks Anjali
From India, Hyderabad
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From India, Hyderabad
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Hi!
I was a bit surprised to learn about the way Performance Management System (PMS) is driven. Forms never drive performance management. It is the way the PMS process (as an important people process, not just an HR process) is positioned in the company. In order to cultivate a performance culture in the organization, employees should believe that the PMS process aligns individual goals with organizational goals. Additionally, the process should include developmental aspects such as competency evaluation. From an employer's perspective, it is essential to cascade organizational goals to hold individuals accountable.
Once this alignment is clear for both sides, driving PMS becomes easier; otherwise, it will just be a paper-driven exercise. Quarterly appraisals are widely used by US companies to focus on quarterly sales but are not advisable where the PMS system is immature. Only in cases where there is strong leadership driving performance management can this be effective; otherwise, employees may find quarterly appraisals tedious. What is pertinent to one organization may differ from another, so I'm not an expert to comment on this.
As an HR professional, my advice is to create a culture where your system drives performance.
From India, Mumbai
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I was a bit surprised to learn about the way Performance Management System (PMS) is driven. Forms never drive performance management. It is the way the PMS process (as an important people process, not just an HR process) is positioned in the company. In order to cultivate a performance culture in the organization, employees should believe that the PMS process aligns individual goals with organizational goals. Additionally, the process should include developmental aspects such as competency evaluation. From an employer's perspective, it is essential to cascade organizational goals to hold individuals accountable.
Once this alignment is clear for both sides, driving PMS becomes easier; otherwise, it will just be a paper-driven exercise. Quarterly appraisals are widely used by US companies to focus on quarterly sales but are not advisable where the PMS system is immature. Only in cases where there is strong leadership driving performance management can this be effective; otherwise, employees may find quarterly appraisals tedious. What is pertinent to one organization may differ from another, so I'm not an expert to comment on this.
As an HR professional, my advice is to create a culture where your system drives performance.
From India, Mumbai
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Hi, My name is Jijo. I am working with an inbound tour company based in Cochin in the administration department. We don't have a separate HR department. Our management has entrusted me to conduct performance reviews for all employees for yearly salary appraisals. Can anyone help me with some ideas or formats?
From India, Ernakulam
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From India, Ernakulam
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