Hello, I am working in a small-sized IT company. We have two departments: Consulting and E-commerce. Currently, we have an evaluation form based only on Key Result Areas (KRA). However, I would like to introduce a new performance appraisal form on a quarterly basis. This form will evaluate employees based on their overall performance, including their KRA, initiative skills, leadership skills, teamwork, punctuality, communication, meeting targets, etc.
Seeking Guidance for New Appraisal Form
Can somebody help me with how to proceed with this?
From India, Hyderabad
Acknowledge(0)
Amend(0)
Seeking Guidance for New Appraisal Form
Can somebody help me with how to proceed with this?
From India, Hyderabad
Acknowledge(0)Amend(0)
Measuring the Impact of Training on Performance
The impact of any type of training—be it cross-cultural, skills development, leadership development, etc.—should be measured in terms of the efficiency in performance of an individual in his or her job. That is the ultimate requirement of training people. Efficiency in performance may have increased due to a change in behavior, developing an attitude to work in a team, more concentration at the workplace, better learning and grasp of problems, improvement in personal discipline, acquiring the capability to lead a team, or a host of other factors. What matters at the end is 'meeting the targets' both in qualitative and quantitative terms.
There is no benefit in measuring improvement in each attribute unless one is looking at a purely theoretical model with no relevance to business needs. Therefore, any feedback on training is valuable only if the delivery of performance of the employee, in the eyes of his or her manager, has improved at the workplace in terms of the efficiency of the individual.
From India, Delhi
Acknowledge(0)Amend(0)
459The impact of any type of training—be it cross-cultural, skills development, leadership development, etc.—should be measured in terms of the efficiency in performance of an individual in his or her job. That is the ultimate requirement of training people. Efficiency in performance may have increased due to a change in behavior, developing an attitude to work in a team, more concentration at the workplace, better learning and grasp of problems, improvement in personal discipline, acquiring the capability to lead a team, or a host of other factors. What matters at the end is 'meeting the targets' both in qualitative and quantitative terms.
There is no benefit in measuring improvement in each attribute unless one is looking at a purely theoretical model with no relevance to business needs. Therefore, any feedback on training is valuable only if the delivery of performance of the employee, in the eyes of his or her manager, has improved at the workplace in terms of the efficiency of the individual.
From India, Delhi
Acknowledge(0)Amend(0)
I queried many people, and they said that the efficiency of employees cannot be measured based on performance alone. Even if training is not provided, they complete their foreign assignments successfully. So, I will need more efficiency parameters besides performance to measure the impact of cross-cultural training. Is it true?
From India, Jalgaon
Acknowledge(0)Amend(0)
From India, Jalgaon
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Cross Cultural Training.ppt
Coaching For High Performance Training.zip
Performance Appraisal Form for Staff.doc