Hi,
Can someone help me? I have to decide on the promotion of some employees in our organization. I have had their performance appraised by their section heads and supervisors.
I am a little bit confused about how to take their ratings seriously. I have doubts that the ratings may be biased. I am struggling to decide whom to promote and whom not to.
Please, somebody, help me to sort this out. Can someone guide me on how to work with performance appraisals for promotions?
Thanks,
Sandhya
From India, New Delhi
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Can someone help me? I have to decide on the promotion of some employees in our organization. I have had their performance appraised by their section heads and supervisors.
I am a little bit confused about how to take their ratings seriously. I have doubts that the ratings may be biased. I am struggling to decide whom to promote and whom not to.
Please, somebody, help me to sort this out. Can someone guide me on how to work with performance appraisals for promotions?
Thanks,
Sandhya
From India, New Delhi
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Dear Sandhya,
It is very simple. You have to sort all forms by percentage, for example, A, A+, B, B+, C, C+, and create a spreadsheet by grade. Additionally, you should seek suggestions from their Head of Department (HOD) for promotion, considering their experience, knowledge, job responsibilities, and work output. This information will assist you in addressing your issue.
Thanks,
Mitul Gusai
From India, Rajkot
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It is very simple. You have to sort all forms by percentage, for example, A, A+, B, B+, C, C+, and create a spreadsheet by grade. Additionally, you should seek suggestions from their Head of Department (HOD) for promotion, considering their experience, knowledge, job responsibilities, and work output. This information will assist you in addressing your issue.
Thanks,
Mitul Gusai
From India, Rajkot
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Dear Sandhya,
As you know, performance appraisal and promotions are two different exercises. Only those who can promote when any organizational changes occur, etc. For your ease, I am attaching herewith a form. You can evaluate the promotees using this format. Further, if you need any help, you can call me.
Regards,
From Pakistan, Karachi
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As you know, performance appraisal and promotions are two different exercises. Only those who can promote when any organizational changes occur, etc. For your ease, I am attaching herewith a form. You can evaluate the promotees using this format. Further, if you need any help, you can call me.
Regards,
From Pakistan, Karachi
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I agree with Eu, performance appraisal and promotions are two different exercise. Promotion file is very good for director in order to re-check promotion of employee. rgs
From Vietnam, Ho Chi Minh City
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5From Vietnam, Ho Chi Minh City
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Hi Sandhya,
PMS is an important job responsibility for HR professionals. It requires accurate information from the employees, colleagues, and department heads. Nowadays, all the information about appraisees is somehow biased as it is received from the department. This bias impacts the remaining employees who genuinely work hard.
To avoid such situations, we introduce PMS strictly and procedurally through the 180 Degree and 360 Degree methods, which are suitable for the industry. Based on the feedback from appraisees and reviewers, we analyze the data, observe the key result areas (KRAs) of the employees, and recommend HR comments for promotions or increments. HR plays a key role in this aspect, and everyone should follow the procedure.
I hope you will thoroughly study the PMS before proceeding.
Thanks & Regards,
Raju. K
From India, Hyderabad
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PMS is an important job responsibility for HR professionals. It requires accurate information from the employees, colleagues, and department heads. Nowadays, all the information about appraisees is somehow biased as it is received from the department. This bias impacts the remaining employees who genuinely work hard.
To avoid such situations, we introduce PMS strictly and procedurally through the 180 Degree and 360 Degree methods, which are suitable for the industry. Based on the feedback from appraisees and reviewers, we analyze the data, observe the key result areas (KRAs) of the employees, and recommend HR comments for promotions or increments. HR plays a key role in this aspect, and everyone should follow the procedure.
I hope you will thoroughly study the PMS before proceeding.
Thanks & Regards,
Raju. K
From India, Hyderabad
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Dear Ms. Sandhya Krishnan,
I have read your requirements. In any organization, there is room — however professional you or others may be — for an insignificant percentage of bias when the decision is made in linking performance with awards, rewards, or monetary gains. It is best dealt with through systems and procedures. It cannot be totally avoided, and if your boss conducts the appraisal for you, unintentional bias can affect the decision-making process. Even where there is no bias, it is challenging to prove it to the stakeholders. The best approach is to minimize and make the bias as insignificant as possible.
I have conducted a very extensive appraisal and prepared twenty different formats to cater to a large workforce of 300 for an organization in Chennai that has not undergone such an exercise in nearly 30 years. It was a challenging task as a consultant to grasp the entirety of the organization in all dimensions. Due to the management granting me the freedom, I accomplished the task to the reasonable satisfaction and expectations of the board of directors and staff.
The performance appraisal was based on my own experience and the feedback from key employees of the organization.
If you are interested in using this as a supportive tool, please send me your request.
Best wishes,
Rangarajan
Management Information Resources Auditors
From India, Pune
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I have read your requirements. In any organization, there is room — however professional you or others may be — for an insignificant percentage of bias when the decision is made in linking performance with awards, rewards, or monetary gains. It is best dealt with through systems and procedures. It cannot be totally avoided, and if your boss conducts the appraisal for you, unintentional bias can affect the decision-making process. Even where there is no bias, it is challenging to prove it to the stakeholders. The best approach is to minimize and make the bias as insignificant as possible.
I have conducted a very extensive appraisal and prepared twenty different formats to cater to a large workforce of 300 for an organization in Chennai that has not undergone such an exercise in nearly 30 years. It was a challenging task as a consultant to grasp the entirety of the organization in all dimensions. Due to the management granting me the freedom, I accomplished the task to the reasonable satisfaction and expectations of the board of directors and staff.
The performance appraisal was based on my own experience and the feedback from key employees of the organization.
If you are interested in using this as a supportive tool, please send me your request.
Best wishes,
Rangarajan
Management Information Resources Auditors
From India, Pune
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Performance Appraisal Form for Staff.doc