Hi all,
HRD in our company is in the process of designing a new performance appraisal (PA) system for the service departments: finance, HR, logistics, marketing, etc.
Since PA is a new concept in this company, I believe PA assessment forms are the best way to start. I am familiar with techniques like 360 feedback, Six Sigma, and Total Quality Management (TQM), but I do not think they can be implemented in the current situation.
I am looking forward to some practical insights from HR professionals on PA parameters and benchmarks regarding appraisal forms.
Thanks.
From India, Panaji
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HRD in our company is in the process of designing a new performance appraisal (PA) system for the service departments: finance, HR, logistics, marketing, etc.
Since PA is a new concept in this company, I believe PA assessment forms are the best way to start. I am familiar with techniques like 360 feedback, Six Sigma, and Total Quality Management (TQM), but I do not think they can be implemented in the current situation.
I am looking forward to some practical insights from HR professionals on PA parameters and benchmarks regarding appraisal forms.
Thanks.
From India, Panaji
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Hi Felicia,
The information you have sent me is good, but not exactly what I was looking for. I wanted more of a performance appraisal format, like an assessment form for employees and their bosses to fill out every year or twice a year.
Can anybody else help me with this?
Thanks
From India, Panaji
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The information you have sent me is good, but not exactly what I was looking for. I wanted more of a performance appraisal format, like an assessment form for employees and their bosses to fill out every year or twice a year.
Can anybody else help me with this?
Thanks
From India, Panaji
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Hello Maryann,
We recommend that consideration of the actual appraisal forms comes last. To begin with, you will need to sit down with the executive team to discuss and decide:
- What is the purpose of the performance management system?
- How will you know that you have achieved your purpose?
- Will the system appraise goals and objectives, behaviors, or both?
- How will you appraise performance: manager appraisal, multi-rater feedback, objective measures, or manager staffing reviews, or a combination?
- How will you reward good performance/exceptional performance?
- How will you fund rewards?
Once you and the executive team have answered these questions, then I suggest you can begin to think about how the appraisal process and forms will look. To do it the other way around is to put the cart before the horse. It would be to let the forms drive the system instead of letting the system drive the forms.
You can find out more about [performance management systems](http://www.businessperform.com/html/employee_performance_management.html) at [www.businessperform.com/html/employee_performance_management.html](http://www.businessperform.com/html/employee_performance_management.html)
Vicki Heath
[Human Resources Software and Resources](http://www.businessperform.com)
[www.businessperform.com](http://www.businessperform.com)
From Australia, Melbourne
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10We recommend that consideration of the actual appraisal forms comes last. To begin with, you will need to sit down with the executive team to discuss and decide:
- What is the purpose of the performance management system?
- How will you know that you have achieved your purpose?
- Will the system appraise goals and objectives, behaviors, or both?
- How will you appraise performance: manager appraisal, multi-rater feedback, objective measures, or manager staffing reviews, or a combination?
- How will you reward good performance/exceptional performance?
- How will you fund rewards?
Once you and the executive team have answered these questions, then I suggest you can begin to think about how the appraisal process and forms will look. To do it the other way around is to put the cart before the horse. It would be to let the forms drive the system instead of letting the system drive the forms.
You can find out more about [performance management systems](http://www.businessperform.com/html/employee_performance_management.html) at [www.businessperform.com/html/employee_performance_management.html](http://www.businessperform.com/html/employee_performance_management.html)
Vicki Heath
[Human Resources Software and Resources](http://www.businessperform.com)
[www.businessperform.com](http://www.businessperform.com)
From Australia, Melbourne
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Hi Vicki,
Thank you very much for replying. I read the points you mentioned, and they made a lot of sense. I will first answer those points, and then it will be easier for me to design a form.
I also went through some of the articles on the website you posted, and they were really informative.
I viewed your profile, and it's such a coincidence that you are based in Australia because I did my Master of Business Administration from Griffith University, majoring in HR.
Is there any way I could reach you personally if I have any queries? Since I am a new member, I cannot send you a private message.
Regards,
Maryann
From India, Panaji
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Thank you very much for replying. I read the points you mentioned, and they made a lot of sense. I will first answer those points, and then it will be easier for me to design a form.
I also went through some of the articles on the website you posted, and they were really informative.
I viewed your profile, and it's such a coincidence that you are based in Australia because I did my Master of Business Administration from Griffith University, majoring in HR.
Is there any way I could reach you personally if I have any queries? Since I am a new member, I cannot send you a private message.
Regards,
Maryann
From India, Panaji
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Performance Appraisal Form for Staff.doc