Hi there!
I have some queries on PM and hope to receive responses to the following questions:
1) What is the difference between Performance Appraisal and Potential Appraisal? Can you provide the format in a document file?
2) What are the differences between critical incident techniques and graphic rating scales? How can a rating scale be developed?
3) How do Performance Appraisal and Performance Management differ?
4) What factors influence ratings in performance appraisals?
5) Could you explain Behaviorally Anchored Rating Scales?
6) In what areas can data from performance management systems be utilized?
7) What Performance Management Systems are utilized in your company, such as KRA, MBO, 360, etc.?
Thank you!
From India, Kalyan
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4I have some queries on PM and hope to receive responses to the following questions:
1) What is the difference between Performance Appraisal and Potential Appraisal? Can you provide the format in a document file?
2) What are the differences between critical incident techniques and graphic rating scales? How can a rating scale be developed?
3) How do Performance Appraisal and Performance Management differ?
4) What factors influence ratings in performance appraisals?
5) Could you explain Behaviorally Anchored Rating Scales?
6) In what areas can data from performance management systems be utilized?
7) What Performance Management Systems are utilized in your company, such as KRA, MBO, 360, etc.?
Thank you!
From India, Kalyan
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what performance appraisal system would you develop for the secretaries in a university if they receive a pay increase every year depending on their performance?
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Hi,
I can just solve the query on performance management vs. performance appraisal. Performance Appraisal (PA) consisted of only annual review, i.e., a review only once a year, while Performance Management (PM) focuses on continuous review throughout the year. PA didn't clarify what was exactly expected of employees on the basis of which they would be evaluated and what the measurement procedures were. PM has established performance measures.
PA did not focus much on the training and development needs, whereas PM conducts both qualitative and quantitative analyses. PA was influenced by various biases like the halo effect, etc., but PM establishes systematic procedures. PA was only linked to pay and rewards, but PM constructively contributes to the overall personal growth of an individual.
Regards,
Amrita :)
From India, Delhi
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I can just solve the query on performance management vs. performance appraisal. Performance Appraisal (PA) consisted of only annual review, i.e., a review only once a year, while Performance Management (PM) focuses on continuous review throughout the year. PA didn't clarify what was exactly expected of employees on the basis of which they would be evaluated and what the measurement procedures were. PM has established performance measures.
PA did not focus much on the training and development needs, whereas PM conducts both qualitative and quantitative analyses. PA was influenced by various biases like the halo effect, etc., but PM establishes systematic procedures. PA was only linked to pay and rewards, but PM constructively contributes to the overall personal growth of an individual.
Regards,
Amrita :)
From India, Delhi
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Hi Friends,
Please find attached the Excel sheet that clearly focuses on Performance Appraisal using the Balanced Scorecard tool. The sheet is divided into two parts:
1. Individual Goals Section (i.e. KRAs)
2. Individual Attributes
Every eligible employee can undergo an individual assessment, which can then be reviewed by the next level manager. You can also indicate the difficulty level by selecting appropriate ratings from the drop-down values, followed by the ratings given by the managers.
In the second sheet, I have provided some definitions that are crucial for usage. These definitions will guide us on how to calculate the ratings, etc.
I hope this will be very useful to all HR professionals.
Regards,
Srinivasa Rao Gannavarapu
Manager - Human Resources
Note: This can be utilized once the roles and responsibilities are clearly defined.
From India, Hyderabad
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Please find attached the Excel sheet that clearly focuses on Performance Appraisal using the Balanced Scorecard tool. The sheet is divided into two parts:
1. Individual Goals Section (i.e. KRAs)
2. Individual Attributes
Every eligible employee can undergo an individual assessment, which can then be reviewed by the next level manager. You can also indicate the difficulty level by selecting appropriate ratings from the drop-down values, followed by the ratings given by the managers.
In the second sheet, I have provided some definitions that are crucial for usage. These definitions will guide us on how to calculate the ratings, etc.
I hope this will be very useful to all HR professionals.
Regards,
Srinivasa Rao Gannavarapu
Manager - Human Resources
Note: This can be utilized once the roles and responsibilities are clearly defined.
From India, Hyderabad
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Hi Rao - Thanks for sharing the PMS form; it's really good. I have a few doubts, such as in the "INDIVIDUAL PERFORMANCE RATING" section, you have mentioned A and B. What is that, and can you fill the sheet with examples? Everything is clear apart from the calculation of the "INDIVIDUAL PERFORMANCE RATING."
Thanks
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Thanks
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(Fact Checked)-The mention of "A and B" in the Individual Performance Rating section might be confusing. Providing an example and clarifying the calculation process would enhance clarity. (1 Acknowledge point)
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I have a question on the PMS you have posted. Why have you not considered the Training & Development part of the PMS? In order for employees to achieve their goals, the organization has to take the necessary steps to ensure they are trained and developed in order to achieve their KPI or in your case KRA. Can you improve on this aspect in that respect?
From Oman, Muscat
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From Oman, Muscat
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(Fact Checked)-The Training & Development aspect is crucial in Performance Management Systems to support employee growth. Consider incorporating it for holistic development. (1 Acknowledge point)
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09 Vangonotes HRM - Performance Management and Appraisal.zip
Using Bi-directional Performance Management.doc
CiteHR.AI
(Fact Checked)-The performance appraisal system for secretaries in a university should focus on objective metrics tied to their job roles and responsibilities. It should include regular feedback sessions and a clear criteria for performance evaluation to ensure transparency and fairness in pay increases. (1 Acknowledge point)