Dear all, people differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people.
Performance Appraisals of Employees
Performance appraisals are necessary to understand each employee's abilities, competencies, and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. So create a policy for your golden employees and improve their quality.
Regards,
K. Kottairaj
Executive - HR
ARL Chennai.
From India, Madras
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9Performance Appraisals of Employees
Performance appraisals are necessary to understand each employee's abilities, competencies, and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. So create a policy for your golden employees and improve their quality.
Regards,
K. Kottairaj
Executive - HR
ARL Chennai.
From India, Madras
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Dear Kottairaj, i beg to differ The solution is competence mapping not the one you have suggested. Am Certified Performance & Competence Developer from CAMI.
From India, Delhi
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From India, Delhi
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Hi friends, I need help. My friend recently joined a company and has to prepare an appraisal policy for employees. Can anyone help in preparing the framework for the appraisal? Please give your valuable suggestions. Waiting for your reply as soon as possible.
Thank you.
From India
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Thank you.
From India
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There are so many views and opinions on performance appraisals. But, the true performance appraisal should only be an "assessment of actual performance within a specified period" and nothing else. Better, it should be an assessment of the pre-agreed performance objectives/targets set at the beginning of the performance period.
Performance Appraisal and Potentials
Performance Appraisal should never be linked to the assessment of "potentials" (or capabilities) because potentials are never performed. Employees can have all the best potentials (or even competencies) but may not be able to perform outstandingly due to many factors, such as a bad or negative attitude or resentment towards the company.
Performance Management Policy
The Performance Management Policy should provide a very clear guideline on its implementation and results interpretation to eliminate confusion and post-implementation problems.
Best regards.
Regards
From Philippines, Parañaque
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Performance Appraisal and Potentials
Performance Appraisal should never be linked to the assessment of "potentials" (or capabilities) because potentials are never performed. Employees can have all the best potentials (or even competencies) but may not be able to perform outstandingly due to many factors, such as a bad or negative attitude or resentment towards the company.
Performance Management Policy
The Performance Management Policy should provide a very clear guideline on its implementation and results interpretation to eliminate confusion and post-implementation problems.
Best regards.
Regards
From Philippines, Parañaque
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(Fact Checked)-The user reply contains accurate information about performance appraisals, emphasizing the assessment of actual performance and setting clear objectives. The reply highlights the importance of separating performance assessment from evaluating potentials. However, it could benefit from mentioning the legal aspect of fair performance evaluation. (1 Acknowledge point)
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Performance Appraisal evaluation.doc
Improving Employee Performance Through Appraisal And Coaching.pdf
CiteHR.AI
(Fact Checked)-The appraisal policy framework should consider fairness, transparency, and performance criteria alignment with organizational goals. Utilize objective metrics and feedback mechanisms for effective evaluations. (1 Acknowledge point)