Dear Seniors,
As an HR professional, I am facing challenges with the lengthy appraisal process in my organization. The process typically takes around 4 months from the due date, and at times, it extends to 6-7 months before completion. I would appreciate it if you could provide guidance on expediting the process to be completed within one month while ensuring a reasonable output.
Please respond promptly.
Thank you.
From India, Delhi
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As an HR professional, I am facing challenges with the lengthy appraisal process in my organization. The process typically takes around 4 months from the due date, and at times, it extends to 6-7 months before completion. I would appreciate it if you could provide guidance on expediting the process to be completed within one month while ensuring a reasonable output.
Please respond promptly.
Thank you.
From India, Delhi
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Performance Appraisal Challenges
Performance Appraisal (PA) is an important sub-process of HR. If it takes months to complete this sub-process, it indicates procedural flaws. You could have provided more information about the current process. Have you studied the reasons for the delay? What is the choke point? Does the delay impact employee morale and motivation?
Despite the considerable delay, your post's heading mentions a "Short and Qualitative Appraisal process." When you pursue a qualitative process, delays are likely. Have you supplemented qualitative measures with quantitative ones? Is there a delay in the quantitative process as well?
When the process is prioritized over the end result, such problems arise. The end result of PA is to measure organizational performance. However, to measure organizational performance, it is crucial to measure employee performance. The second aspect of PA is not just measurement but measuring what deserves to be measured. How do you achieve that?
As of now, I suggest a complete overhaul of the PA process. Beyond PA, you need to establish a well-defined Performance Management System (PMS) in your company. Your team has not understood the importance of PA. They need to be sensitized first, as they currently do not see any value in executing this process.
I can assist you in establishing a comprehensive PMS. Feel free to contact me if you wish to avail of my services. To know more about my services, you can click here: [URL="https://www.citehr.com/511936-pms-company.html"]
Thanks,
Dinesh Divekar
From India, Bangalore
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8131Performance Appraisal (PA) is an important sub-process of HR. If it takes months to complete this sub-process, it indicates procedural flaws. You could have provided more information about the current process. Have you studied the reasons for the delay? What is the choke point? Does the delay impact employee morale and motivation?
Despite the considerable delay, your post's heading mentions a "Short and Qualitative Appraisal process." When you pursue a qualitative process, delays are likely. Have you supplemented qualitative measures with quantitative ones? Is there a delay in the quantitative process as well?
When the process is prioritized over the end result, such problems arise. The end result of PA is to measure organizational performance. However, to measure organizational performance, it is crucial to measure employee performance. The second aspect of PA is not just measurement but measuring what deserves to be measured. How do you achieve that?
As of now, I suggest a complete overhaul of the PA process. Beyond PA, you need to establish a well-defined Performance Management System (PMS) in your company. Your team has not understood the importance of PA. They need to be sensitized first, as they currently do not see any value in executing this process.
I can assist you in establishing a comprehensive PMS. Feel free to contact me if you wish to avail of my services. To know more about my services, you can click here: [URL="https://www.citehr.com/511936-pms-company.html"]
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Improvement Plan.doc