Dear All,
I request your help. My manager has asked me to share a new Annual Appraisal format and detailed process for my company by tomorrow. Kindly assist me with the format as there are no prior KRAs or KPIs created and followed for the employees, which will also take time. I am not able to understand how I can prepare a detailed process and format for performance appraisal in just a day.
Thank you for your support.
From India, Mumbai
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1I request your help. My manager has asked me to share a new Annual Appraisal format and detailed process for my company by tomorrow. Kindly assist me with the format as there are no prior KRAs or KPIs created and followed for the employees, which will also take time. I am not able to understand how I can prepare a detailed process and format for performance appraisal in just a day.
Thank you for your support.
From India, Mumbai
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Understanding the Annual Appraisal Process
Take it from me, you can't just create an appraisal format overnight. Go and tell the manager that an Annual Appraisal is not an "ITEM" to be brought into a "Grocery Market" and handed out to him :). Jokes aside.
No, seriously, what kind of company are you working for? Is the annual appraisal a cakewalk for this company or what? It seems like some people just don't understand that the Appraisal System is not something an HR personnel has in their "Magic Pot" to be conjured up with a magic wand. It's an effort from Management, HR, Finance, and Operations, with the lead to be initiated from Management with a thoughtful process.
By no means should you make an appraisal format without KPIs and KRAs. There are many formats available online; you can download one and give it to him. However, I would suggest doing that only after you go through the process of having a JD in place, followed by KRAs, then KPIs, and finally the Appraisal Format.
I feel your boss is just looking for a format so he can quickly distribute it to staff, ask them to fill it out, request HR to evaluate, and then provide what he calls "HR FEEDBACK." He will then, based on his whims, give the staff an increment that he has already decided on or as per the budget allocated by Management/Finance.
Don't fall into this trap. I suggest you take your manager into confidence and design an Appraisal system that would stand the test of time and truly benefit the workers who deserve it, not just those who "shine in the good books."
Good luck.
Regards
From Saudi Arabia, Riyadh
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Take it from me, you can't just create an appraisal format overnight. Go and tell the manager that an Annual Appraisal is not an "ITEM" to be brought into a "Grocery Market" and handed out to him :). Jokes aside.
No, seriously, what kind of company are you working for? Is the annual appraisal a cakewalk for this company or what? It seems like some people just don't understand that the Appraisal System is not something an HR personnel has in their "Magic Pot" to be conjured up with a magic wand. It's an effort from Management, HR, Finance, and Operations, with the lead to be initiated from Management with a thoughtful process.
By no means should you make an appraisal format without KPIs and KRAs. There are many formats available online; you can download one and give it to him. However, I would suggest doing that only after you go through the process of having a JD in place, followed by KRAs, then KPIs, and finally the Appraisal Format.
I feel your boss is just looking for a format so he can quickly distribute it to staff, ask them to fill it out, request HR to evaluate, and then provide what he calls "HR FEEDBACK." He will then, based on his whims, give the staff an increment that he has already decided on or as per the budget allocated by Management/Finance.
Don't fall into this trap. I suggest you take your manager into confidence and design an Appraisal system that would stand the test of time and truly benefit the workers who deserve it, not just those who "shine in the good books."
Good luck.
Regards
From Saudi Arabia, Riyadh
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Like Ukmitra mentioned, formulating annual appraisal formats not only takes time but also has to undergo multiple iterations, depending on the employee strength and sector you are in before one can finalize and implement. This will also require the involvement of the technical/functional heads of the company, as many points related to the respective function will be part of this format.
Inform your manager that you will need KPIs and KRAs to handle this job, which again will involve the functional/technical heads. It seems like your manager's main background is not HR, and if it is, then I am afraid he hasn't progressed up the ladder based on his performance.
If you can provide more details about your company, more specific and actionable suggestions can be offered from this forum.
Regards, TS
From India, Hyderabad
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Inform your manager that you will need KPIs and KRAs to handle this job, which again will involve the functional/technical heads. It seems like your manager's main background is not HR, and if it is, then I am afraid he hasn't progressed up the ladder based on his performance.
If you can provide more details about your company, more specific and actionable suggestions can be offered from this forum.
Regards, TS
From India, Hyderabad
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