vinaykumar07
24

Can anyone share with me performance apprisal for HR EXECUTIVES who are having min 3 yrs experience in industry with allmost experience in all hr functions . regards VINAY
From India, Hyderabad
Ed Llarena, Jr.
89

Vinay,
What you are asking is not a Performance Appraisal but the MARKET RATE of an executive with qualifications as stated.
I suggest you buy a compensation survey and check out the equivalent position.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

From Philippines, Parañaque
Durga
1

Hi, Could you let us know how an Hr executive Performance is evaluated what are the attributes that are taken into account . Regards Durga
From India, Delhi
Ed Llarena, Jr.
89

Durga,

Hi!

Executives, Managers, Supervisors, and Rank and File Employees must be evaluated in the same manner. This means they should be evaluated based on their agreed workplans and target outputs for the given performance period.

I am saying this because I am one who opposes an evaluation that is not based on workplans and target outputs. I am also against evaluations whose parameters or performance indicators are not made known to the subordinate before the start of the evaluation period.

As such, HR Executives should be evaluated in this manner too. What may be different for HR Executives (vis a vis other executives) would be their workplans and performance indicators.

Unlike other executives whose targets may be specific and easily quantifiable, the HR job can be assessed or evaluated using on-going HR programs and projects, esp. their impact and effectiveness on the enitre organization (e.g. Reduction of Abseenteeism thru Industrial Counseling and Perfect Attendance Award; Promotion of Industrial Peace thru Creation of Labor Management Council or facilitation of a Union's Certification of Election; Improvement of Employee Morale thru the introduction of Employee Recognition and Rewards Programs).

Best wishes.

Ed Llarena, Jr.

Managing Partner

Emilla Consulting


From Philippines, Parañaque
nats
1

Hi Ed Llarena
I have just completed my survey on job satisfaction and i noticed that a huge percentage of people almost 50% have picked the neutral option while 40% ticked Very satisfied and 10% very dissatisfied.
Do u analyse neutral as being good or bad ?
or what are the different ways of looking at neutral

From India,
j_anz
hi nats
bottomline if yur cos. 50% workforce says neutral--> they're bored!!
they lack motivation and hence no satisfaction..remmber Herzbergs 2 factor theory??? on the other hand, rationally speaking, neutral may mean dissatisfaction due to any reason, pay, work culture, peers and superiors behavior or plain ol family probs. Neutral may also mean satisfaction cuz if the chap is satisfied and thinks of showing it on the poll, he may think twice and stop cuz he may not want his superiors to know he is satisfied in the fear of extra work or time he may have to bear with.
but again...remmber the bottomline...the employees are bored and u gotta do something to liven things up and get the satisfaction level up.
chow.
junaid

From India, Mumbai
manikandan_3477
Hi Vinay,
HR executive ensure that each and every employee in the organization has their performance apprisals with out any hassel... but for HR guys like us it is not done in proper manner.....
we don't get our promotions on the right time nor the hikes...... we are absly left behind....


ap_maidencons
Dear Mr Vinay,

We are pleased to inform you that we are organizing a workshop on Certified Performance & Competence Developer at Bangalore.

This workshop shares all those tools which are highly effective in designing and implementing the effective PMS, Competence Mapping, Assessment Center, Training and Development.

Tools & Benefits of the program

The Two Day workshop covers the full cycle of Performance Management

and Competence Mapping, details of which are as follows.

MODULE 1: PERFORMANCE PLANNING & COMPETENCY MAPPING

Ø Characteristics of High Performance Groups

Ø Understanding People Performance Aspects

Ø Linking Performance and Competencies

Ø Understanding Competency framework and Cycle

Ø Creating an effective Competency Map

Ø Developing an effective Performance Enhancement Plan

MODULE 2: MONITORING OF PERFORMANCE & COMPETENCY

Ø Performance Monitoring

Ø Understanding the Competency Level

Ø Developing Competency Enhancement Plan

Ø Conducting Competency Assessment Centers

Ø Competency Assessment Methods

MODULE 3: PERFORMANCE APPRAISAL & MANAGEMENT

Ø Conducting effective Performance Counseling

Ø Conducting an effective Appraisal Meeting

Ø Developing On-Job Training Plan

Ø Creating Motivational Reward Process

Ø Creating a Mentoring Plan

Ø Handling difficult people and conflict situations

Ø Conducting On-Job Coaching

During the workshop we will be providing formats, samples and techniques to implement what you learn in the program. For example apart from the World Class Course material, you also will get formats for aspects like

Ø How to run a Mini Assessment Center

Ø Performance Appraisal Format Template

Ø RSI & Quan Comm

Ø O-net

Ø Magear and Pipes Model

And many such tools.

Certification:

The two day workshop will be followed by a 30 day assignment period during which the participants will have to do a project for which a project guide will be provided.[To be done at Home]

Once the project is complete, there will be an exam [Duration : 2 Hours] which the participants will have to take up.

Based on your performance in the Project and the Exam the certification will happen.

Program Reception and References:

The program has been very well received so far and below mentioned are some of the participants who are presently working in Top companies.

Name Designation Company

TN Vittal Asst. VP - Behavioral Training Polaris

Anuradha Director - South CII

T.V.Sreedhar Sr. Manager - HR Shriram Bioseed Genetics (I) Ltd

Vijay Kumar Tata Sr. Manager - HR & Admin BHEL-GE Gas Turbine Services

Swarnalatha J Manager - HR & Operations Navionics Engineering & Tech

Gayatri Nikkula Executive - HR Tata Consultancy Services Ltd.

V.Raghuraman General Manager - HR Wheels India Ltd - Chennai

P.Sivasankar Reddy VP - HR Apollo Health Street Ltd

A.V.Sreekanth Asst Mgr HR&Trg Lason India Ltd

The Program Dates:

Bangalore – 11th and 12th NOV 2005.

Venue:

The Taj Gateway, Residency Road, Bangalore

Pricing:

Rs 14,500/- per participant

[Inclusive of certification and course material]

Attractive offers especially for you…

Early Bird offer:



If you enroll yourself for the program on or before the 5th of Nov 2005 you can avail a discount of Rs 1,500/-.

Group Discounts:

We also have attractive discounts for Multiple nominations or Group Delegates



For Immediate Registrations please contact:

Mr Praveen: 98454 49037

Mr Rahul : 98452 64865

Ms Pooja: 080 5123 3173

Thanks and Regards,


RakhiD
6

Hi All,
Ed Llarena, Jr. has aptly put in the HR performance measurements, I would like to add to it a little:
1. Opinions should be collected from all the top / middle level management regarding the performance of a HR manager.
2. From key employees
3. History of any greviences from the employees
4. Comparison with situation earlier and changed situation after the HR has / was given the responsibility etc
Apart from just the records and offerletters etc the human touch the HR provides to the organization is also imp, even that should be taken in view.

From India, Pune
Y.Venumadhava Reddy
5

Hi All, Can any one send one annual appraisal format for all the employees. Presently we have already implemented the system for better please send one format. Regards, Y.V.Madhava Reddy
From India, Hyderabad
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