hi i am posting ppt on benchmarking and its concepts with case study ! from soniya ludhani
From India, Mumbai
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1From India, Mumbai
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Hi,
This is a good PowerPoint presentation with valuable content. The sequence followed is methodical and logical. This would be beneficial for all HR professionals and trainers to share with their internal audience to enhance performance standards.
Sukumar
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This is a good PowerPoint presentation with valuable content. The sequence followed is methodical and logical. This would be beneficial for all HR professionals and trainers to share with their internal audience to enhance performance standards.
Sukumar
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than q for sending us the ppt on 'bechmarking' it is for persons who are doing projects on benchmarking the methods and process are clear and transparent with regards from praveen
From India, Hyderabad
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From India, Hyderabad
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Dear Soniya,
All of you have done a fairly wonderful job. It is sequential and comprehensive. Thanks for sharing.
However, most performance appraisal systems in real life cause resentment and heartburning. It is very difficult for the evaluators to keep bias out of it. Hence, most PA systems continue for some time and then they are dropped.
The solution lies in devising a system where self-evaluation is continuous and supervisor evaluation is weekly or fortnightly and logged. For this to happen without bias, there has to be total agreement between both as to what would constitute good performance - it will vary from job position to job position and flow out the KRAs - tangible and intangible. Balanced Scorecard is a possible solution if simplified and adopted wisely.
Members' comments are solicited.
Regards, Sunil Chandra www.piiconsultants.com
From India, Gurgaon
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All of you have done a fairly wonderful job. It is sequential and comprehensive. Thanks for sharing.
However, most performance appraisal systems in real life cause resentment and heartburning. It is very difficult for the evaluators to keep bias out of it. Hence, most PA systems continue for some time and then they are dropped.
The solution lies in devising a system where self-evaluation is continuous and supervisor evaluation is weekly or fortnightly and logged. For this to happen without bias, there has to be total agreement between both as to what would constitute good performance - it will vary from job position to job position and flow out the KRAs - tangible and intangible. Balanced Scorecard is a possible solution if simplified and adopted wisely.
Members' comments are solicited.
Regards, Sunil Chandra www.piiconsultants.com
From India, Gurgaon
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Thanks a lot for sharing this. Really helped me out. Especially since am workin on appraisal. So do u have any inputs on how weightage support an appraisal?? If so, please share. Regards, Gowri.
From India, Madras
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From India, Madras
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Dear Sonia , It is indeed a fine piece , keep up the good work . Will share some views on BSC (balance score card ) am working on a intersting presentation cheers !! Milan Thakkar
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Hello Soniya,
Good and informative PPT. Soniya, the way you framed the "Types of Benchmarking" was really well done. I appreciate your work and keep on providing such useful information. The pictures added value to your theory.
Goodbye.
From India, Hyderabad
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Good and informative PPT. Soniya, the way you framed the "Types of Benchmarking" was really well done. I appreciate your work and keep on providing such useful information. The pictures added value to your theory.
Goodbye.
From India, Hyderabad
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Balanced Scorecard.zip
Performance Appraisal Form for Staff.doc