Annual Performance Appraisal Forms For Manager Level For Sub Ordinates For House Keeping / Domestic Staff Members
From Saudi Arabia, Jeddah
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64From Saudi Arabia, Jeddah
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Performance Appraisal Forms and Modern HR Practices
Dear Kashif, you have shared three forms for Performance Appraisal (PA). However, the question arises about the applicability of these forms vis-à-vis modern HR practices of the 21st century. The forms could have been appreciated during the days of personnel management.
In today's era, we do not measure qualities like teamwork, communication, or decision-making skills but rather what benefits the organization accrued because of these qualities that an employee or manager possessed. What if, based on these forms, an employee gets a good rating in each attribute but is unable to provide evidence of how these qualities translated into higher productivity or higher revenue?
Therefore, while designing the PA form, we need to measure the increase/decrease of the following for each job:
a) Quality
b) Quantity
c) Customer Satisfaction
d) Cost
e) Accuracy
f) Turnaround time
g) Delivery time
h) Capacity utilization
It may not be possible to devise measures for each of the above attributes, but at least 3-4 attributes must be covered. What is the use of PA if the organization does not assign HCROI for the HR Manager? If you wish to go through the measures of performance for a Purchase Manager, then refer to the following post: https://www.citehr.com/315735-kra-pu...ml#post1704402
Please do not take my above comments personally. Please note that my objective was to do a dispassionate evaluation of your post.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)
Amend(0)
Dear Kashif, you have shared three forms for Performance Appraisal (PA). However, the question arises about the applicability of these forms vis-à-vis modern HR practices of the 21st century. The forms could have been appreciated during the days of personnel management.
In today's era, we do not measure qualities like teamwork, communication, or decision-making skills but rather what benefits the organization accrued because of these qualities that an employee or manager possessed. What if, based on these forms, an employee gets a good rating in each attribute but is unable to provide evidence of how these qualities translated into higher productivity or higher revenue?
Therefore, while designing the PA form, we need to measure the increase/decrease of the following for each job:
a) Quality
b) Quantity
c) Customer Satisfaction
d) Cost
e) Accuracy
f) Turnaround time
g) Delivery time
h) Capacity utilization
It may not be possible to devise measures for each of the above attributes, but at least 3-4 attributes must be covered. What is the use of PA if the organization does not assign HCROI for the HR Manager? If you wish to go through the measures of performance for a Purchase Manager, then refer to the following post: https://www.citehr.com/315735-kra-pu...ml#post1704402
Please do not take my above comments personally. Please note that my objective was to do a dispassionate evaluation of your post.
Thanks,
Dinesh Divekar
From India, Bangalore
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