Dear all,
I am working in one of the manufacturing companies as an HR. Presently, I have a project on the performance management system. My current Performance Appraisal system needs to be revised as a performance management system. So, please, can anyone help me in this regard for a better performance management system by providing material that is helpful to develop a new method?
Thanks & Regards,
Naidu
From India, Secunderabad
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I am working in one of the manufacturing companies as an HR. Presently, I have a project on the performance management system. My current Performance Appraisal system needs to be revised as a performance management system. So, please, can anyone help me in this regard for a better performance management system by providing material that is helpful to develop a new method?
Thanks & Regards,
Naidu
From India, Secunderabad
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I joined a company as an HR Officer. I am the only person in the Learning & Development Team. It is my duty to handle everything, although guys will be provided for manual work, but I have to take care of everything. In my previous organizations, I did not have this type of experience. Please tell me how I can handle this efficiently.
I don't know where to start and what to start.
From India, Lucknow
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I don't know where to start and what to start.
From India, Lucknow
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HELLO frnds help me in preparing my project on performance appraisal i m posting my questionaries plz replyand if any one have suggestion they are welcome
From India, Kanpur
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2From India, Kanpur
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Once you start using the results of your performance appraisal system, it will automatically lead you into the performance management system. Let's look at the following scenarios (as a result of performance appraisals):
- Identify star performers: You will get this list from your appraisal on who is performing to their best. Naturally, you would want to grow them to the next level and task them to take up higher responsibilities. They may need some training and guidance for playing the next level of responsibilities - you can easily identify the training needs and provide them.
- Identify poor performers: This will also be a result of your appraisal. Either they need to be focused on and trained to make sure that they start performing well, or have them moved out of the organization.
- Periodically, you can identify the training/career aspiration needs when you do performance appraisals, and this can be an input for the managers and L&D team.
Like this, once you start using the results of your appraisal system and take actions for the long term, it will automatically lead you to overall performance management activities - L&D, succession planning, competency management, etc.
Hope this helps.
Regards,
Shankar
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
From India, Chennai
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- Identify star performers: You will get this list from your appraisal on who is performing to their best. Naturally, you would want to grow them to the next level and task them to take up higher responsibilities. They may need some training and guidance for playing the next level of responsibilities - you can easily identify the training needs and provide them.
- Identify poor performers: This will also be a result of your appraisal. Either they need to be focused on and trained to make sure that they start performing well, or have them moved out of the organization.
- Periodically, you can identify the training/career aspiration needs when you do performance appraisals, and this can be an input for the managers and L&D team.
Like this, once you start using the results of your appraisal system and take actions for the long term, it will automatically lead you to overall performance management activities - L&D, succession planning, competency management, etc.
Hope this helps.
Regards,
Shankar
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
From India, Chennai
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Performance Management System.doc