I am shruthi.V, I wanted to know how to introduce the best performance appraisal system in a start-up software company. So I kindly request anyone to suggest to me the best method and how to introduce it. Please help me.
Thank you
From India, Bangalore
Thank you
From India, Bangalore
Dear Shruthi,
Rather than concentrating on just Performance Appraisal (PA), I recommend instituting a comprehensive Performance Management System (PMS). PA is part of PMS.
Setting up a Performance Management System (PMS) is far more serious activity. It has to be handled with due sensitivity. To institute PMS it requires great exposure across the spectrum of industries. If mishandled it may do more harm than good.
To know more about instituting PMS in the company, you click here to refer to my past post.
There is a lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on YouTube. To refer to that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer to my past replies, then you may click the following links to refer to those:
Subjectivity in Performance Appraisal
https://www.citehr.com/493249-design...ml#post2150143
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do a deep study of each department and design new measures which hitherto you had never thought of.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
7855Rather than concentrating on just Performance Appraisal (PA), I recommend instituting a comprehensive Performance Management System (PMS). PA is part of PMS.
Setting up a Performance Management System (PMS) is far more serious activity. It has to be handled with due sensitivity. To institute PMS it requires great exposure across the spectrum of industries. If mishandled it may do more harm than good.
To know more about instituting PMS in the company, you click here to refer to my past post.
There is a lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on YouTube. To refer to that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer to my past replies, then you may click the following links to refer to those:
Subjectivity in Performance Appraisal
https://www.citehr.com/493249-design...ml#post2150143
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do a deep study of each department and design new measures which hitherto you had never thought of.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Hai,
In most of the companies, the performance appraisal is based on the perception of the boss and budget allocation. All type of mathematics and bell curve statistics is used to ensure that the carrot is given to the boss pleasing
my suggestion for design is as follows
1. Define a well informed and measured Key Performance Measurement systems for all
2. Set the targets based on the KPM and reviews
3. Appraise on the achievements
in short, appraisal should be on agreed KPMs
From India, Mumbai
In most of the companies, the performance appraisal is based on the perception of the boss and budget allocation. All type of mathematics and bell curve statistics is used to ensure that the carrot is given to the boss pleasing
my suggestion for design is as follows
1. Define a well informed and measured Key Performance Measurement systems for all
2. Set the targets based on the KPM and reviews
3. Appraise on the achievements
in short, appraisal should be on agreed KPMs
From India, Mumbai
In a good appraisal format, apart from employees details, format to be devised by incorporating
following details:
1) KRAs/KPAs laid down for the current year under review
2)KRAs/KPAs to be laid down for the next year
3) Achievements made/done forthe current year under review
4) Short falls, in any
5) Areas where the employee is required to give more focus
6) Identification of training needs (TNI)
Thanks
R K Nair
From India, Aizawl
following details:
1) KRAs/KPAs laid down for the current year under review
2)KRAs/KPAs to be laid down for the next year
3) Achievements made/done forthe current year under review
4) Short falls, in any
5) Areas where the employee is required to give more focus
6) Identification of training needs (TNI)
Thanks
R K Nair
From India, Aizawl
Hi I work in a software company,Since we this is an appraisal month,I have joined new in the company and want to know how to design a structured performance appraisal so that there s no bias and fair appraisal can be done by the managers
From India, New Delhi
From India, New Delhi
Hello Everyone, I am an HR at a Startup. My CEO wants me to plan for performance reviews.
I am new to this. My knowledge is that we need to take feedbacks from Manager, peers and self assessment.
I am confused as to how to design the weightage for all these feedbacks and how till their total score be derived. Is there any guide that I can follow.
Another thing is if we conduct a 360 degree feedback if there any free tool that can give a graph representation of the results?
From India, New Delhi
I am new to this. My knowledge is that we need to take feedbacks from Manager, peers and self assessment.
I am confused as to how to design the weightage for all these feedbacks and how till their total score be derived. Is there any guide that I can follow.
Another thing is if we conduct a 360 degree feedback if there any free tool that can give a graph representation of the results?
From India, New Delhi