Dear friends,:icon1: Please find attached format of Performance Appraisal..Hope this will help you to measure the performance of all your employees. Ciao:icon6:
From China
Acknowledge(0)
Amend(0)
151From China
Acknowledge(0)Amend(0)
Dear Dwivedi, Thanks for your information,when you are recruit a new employee how to fix salary break up. Means how to fix basic,hra,cca and other benefits Regards, R.Raja
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Dwivedi, Thanks for your information,when you recruit a new employee how to fix salary break up. Means how to fix basic,hra,cca and other benefits Regards, R.Raja
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you, Deepak, for these postings. Readers may wish to see the following sites too:
- [Performance Appraisals and sample appraisal form templates and 360-degree appraisals free tips, performance evaluation, employee evaluation tips](http://www.businessballs.com/performanceappraisals.htm)
- [Performance Evaluation and Planning Forms](http://careercompass.berkeley.edu/perfmgmt/resources/evalforms.html)
- [Performance Evaluation Forms](http://careercompass.berkeley.edu/word/Perf_Eval_Forms/Perf_Eval_Form_Professional.doc)
Have a nice day.
Narasimhan
From United Kingdom
Acknowledge(0)Amend(0)
- [Performance Appraisals and sample appraisal form templates and 360-degree appraisals free tips, performance evaluation, employee evaluation tips](http://www.businessballs.com/performanceappraisals.htm)
- [Performance Evaluation and Planning Forms](http://careercompass.berkeley.edu/perfmgmt/resources/evalforms.html)
- [Performance Evaluation Forms](http://careercompass.berkeley.edu/word/Perf_Eval_Forms/Perf_Eval_Form_Professional.doc)
Have a nice day.
Narasimhan
From United Kingdom
Acknowledge(0)Amend(0)
do u have some fixed format of creating a standard operating procedure for performance management system using balance score card
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi Deepak,
Thanks for the post. Would you also be able to help me with the Balanced Scorecard? I need to create one that encompasses all levels and verticals. I am looking to define 4 to 5 basic categories that will be applicable to everybody. Perhaps something to assess how individuals are contributing towards the organizational goals and objectives; an objective tool to measure performance.
Thank you.
From India, Pune
Acknowledge(0)Amend(0)
Thanks for the post. Would you also be able to help me with the Balanced Scorecard? I need to create one that encompasses all levels and verticals. I am looking to define 4 to 5 basic categories that will be applicable to everybody. Perhaps something to assess how individuals are contributing towards the organizational goals and objectives; an objective tool to measure performance.
Thank you.
From India, Pune
Acknowledge(0)Amend(0)
Dear Deepak, May you please guide me as to how to set up CTCsalary including HRA, TA. DA. etc. for the new employee?
From India, Vadodara
Acknowledge(0)Amend(0)
From India, Vadodara
Acknowledge(0)Amend(0)
Dear All,
I would like to know if there are any problems or information that need to be considered while giving an increment to an employee for the year in such a way that the overall gross salary is increased, even if there is an increase in certain components while a decrease in others. For example, including LTA as a component in the current year as opposed to the previous year, while decreasing the value of HRA.
If someone has clarity on this matter, kindly let me know.
Thanks
From India, Mumbai
Acknowledge(0)Amend(0)
I would like to know if there are any problems or information that need to be considered while giving an increment to an employee for the year in such a way that the overall gross salary is increased, even if there is an increase in certain components while a decrease in others. For example, including LTA as a component in the current year as opposed to the previous year, while decreasing the value of HRA.
If someone has clarity on this matter, kindly let me know.
Thanks
From India, Mumbai
Acknowledge(0)Amend(0)
thanx it was helpful to me but i found it lately my hrm papers has gone and i got A grade Take care
From Pakistan, Islamabad
Acknowledge(0)Amend(0)
From Pakistan, Islamabad
Acknowledge(0)Amend(0)
Dear All,
I face a problem. I have a Master's Degree in Business Administration, and I am a Human Resources Manager. Unfortunately, my English language skills are poor. I need help from you to tell me how I can improve my English.
Thanks,
Eman
Acknowledge(0)Amend(0)
I face a problem. I have a Master's Degree in Business Administration, and I am a Human Resources Manager. Unfortunately, my English language skills are poor. I need help from you to tell me how I can improve my English.
Thanks,
Eman
Acknowledge(0)Amend(0)
You should read a page of English, be it from a newspaper or a magazine, or maybe a storybook. Please read it LOUDLY, and after a month, start reading it in front of the mirror. Even if your English is poor, never stop talking in English. All the best, and remember, no one is PERFECT.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Deepak,
Thank you very much for the valuable formats. However, how would you analyze information from this format and utilize it? I understand the development plan aspect, but if I have to link this appraisal with salary increments, how would I do it?
Your inputs will be greatly appreciated.
Thanks,
Malini
From India, Delhi
Acknowledge(0)Amend(0)
Thank you very much for the valuable formats. However, how would you analyze information from this format and utilize it? I understand the development plan aspect, but if I have to link this appraisal with salary increments, how would I do it?
Your inputs will be greatly appreciated.
Thanks,
Malini
From India, Delhi
Acknowledge(0)Amend(0)
Deepak,
You made a very good form. But there are some serious questions that you have to clarify/answer:
1. You introduced a three (3)-part (Performance Factor) tool with a fixed weight assignment. The General Competencies factor was given a 25% weight and has a total of 15 competencies to rate with a minimum score of 10 points (or 150 points for all 15). Question: How would HR process the scores to arrive at a logical 25% weight?
2. The Individual Objective was given a 55% weight while the Team Objective was given a 20% weight. How would these weights be divided by each factor that would ensure fairness and objectivity?
3. The columns after the Team and Individual Objectives talk about "degree of achievement" and "score." What would be the basis for making an objective assessment/judgment on each sub-factor enumerated? Will each sub-factor use the same "Score Standard" proposed for the "General Competencies"?
4. Every organization has its own unique set of "corporate work values" and "competencies list." Is your list of 15 pre-identified "general competencies" mandatory or flexible to user organizations?
5. An appraisal tool to be effective must be user-friendly. Have you pre-tested your standard "scores" and come out with a logical summary that can withstand legal questions?
Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting (landline) (mobile)
From Philippines, Parañaque
Acknowledge(0)Amend(0)
You made a very good form. But there are some serious questions that you have to clarify/answer:
1. You introduced a three (3)-part (Performance Factor) tool with a fixed weight assignment. The General Competencies factor was given a 25% weight and has a total of 15 competencies to rate with a minimum score of 10 points (or 150 points for all 15). Question: How would HR process the scores to arrive at a logical 25% weight?
2. The Individual Objective was given a 55% weight while the Team Objective was given a 20% weight. How would these weights be divided by each factor that would ensure fairness and objectivity?
3. The columns after the Team and Individual Objectives talk about "degree of achievement" and "score." What would be the basis for making an objective assessment/judgment on each sub-factor enumerated? Will each sub-factor use the same "Score Standard" proposed for the "General Competencies"?
4. Every organization has its own unique set of "corporate work values" and "competencies list." Is your list of 15 pre-identified "general competencies" mandatory or flexible to user organizations?
5. An appraisal tool to be effective must be user-friendly. Have you pre-tested your standard "scores" and come out with a logical summary that can withstand legal questions?
Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting (landline) (mobile)
From Philippines, Parañaque
Acknowledge(0)Amend(0)
Hi Deepak, It was so nice of you to share these forms... had a nice time and was completely moved with this. Thanks.. For people like us its nothing less than a treasure!!
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
can u help me,wat r duties and responsibility of hr training in hospital,pls i need help from u,
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
A performance assessment (PA) or performance evaluation is a systematic and regular process that evaluates the performance of an individual employee and labor productivity in relation to certain pre-established criteria and objectives of the organization.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Dear Dwivedi, Many thanks for sharing these performance measurement tools. It has really helped me refine what I had prepared in relation to the balanced score card. Wambali
From Tanzania
Acknowledge(0)Amend(0)
From Tanzania
Acknowledge(0)Amend(0)
Dear All,
My management is interested in carrying out an appraisal of management by employees. This would involve gathering suggestions or complaints from employees about management, receiving comments on company processes, and noting expected changes, among other things. Can anyone help me with this? Does anyone have a form?
Need help
From India, Amravati
Acknowledge(0)Amend(0)
My management is interested in carrying out an appraisal of management by employees. This would involve gathering suggestions or complaints from employees about management, receiving comments on company processes, and noting expected changes, among other things. Can anyone help me with this? Does anyone have a form?
Need help
From India, Amravati
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Performance Appraisal Form for Staff.doc