Need a Performance Appraisal format for an IT concern.. Can any one help with that Documents ..
From India, Coimbatore
Acknowledge(0)
Amend(0)
From India, Coimbatore
Acknowledge(0)Amend(0)
It's amazing that such dinosaurs (performance reviews, not the people) are still around. Yet despite the outcry against performance reviews, there's nothing wrong with them that can't be fixed by getting managers off of center stage. Top management can fix the basic problems the performance appraisal system faces.
Critics argue that performance reviews not only don't accomplish what they're supposed to do - that is, improve performance, enhance employee skills, and achieve planned outcomes - they have unintended negative consequences. In many cases, unfortunately, that's true. But it doesn't have to be that way. What companies need to abolish is not the performance review itself, but the idea that it's a "management tool." Here are some practiced paradigms that must be discarded:
Performance Review is designed, as the name suggests, in support of managers. If you believe this, your management is one of the roadblocks to exceptional performance. The most useful performance review supports work relationships between employees (managers too are employees). Both parties need to address the question of how to best serve the goals and outcomes and align their work efforts.
Performance review is a management tool. Managers are not necessarily the best qualified to assess their staff's accomplishments. In fact, they may have a very limited or biased view. A more complete and accurate picture results when employees and managers seek feedback from a variety of customers, team leaders, professional peers, and others inside or from outside the unit.
Performance reviews include judgments from a "higher authority." Judgments produce compliant workers – people who are told what to do – not innovative ones. People hate performance reviews because most of them are fault-finding. How much better to ask, "What did we learn from this? What can we each do differently the next time?"
The manager is responsible for obtaining input from the employees. 21st-century employees can't assume a passive role in the performance review, providing "tough-minded" self-assessments and valuable insights only on request. They must take the initiative, soliciting feedback from their managers and others. No risk-taking to solicit the complete picture and no learning means no improvements.
Managers should be trained in performance reviews, then prepare their employees for the process. If the performance review is to be a productive partnership with employees taking the active role and both parties committed to exchanging knowledge and ideas, managers and employees need to be trained together.
From United States, Walnut Creek
Acknowledge(0)Amend(0)
1Critics argue that performance reviews not only don't accomplish what they're supposed to do - that is, improve performance, enhance employee skills, and achieve planned outcomes - they have unintended negative consequences. In many cases, unfortunately, that's true. But it doesn't have to be that way. What companies need to abolish is not the performance review itself, but the idea that it's a "management tool." Here are some practiced paradigms that must be discarded:
Performance Review is designed, as the name suggests, in support of managers. If you believe this, your management is one of the roadblocks to exceptional performance. The most useful performance review supports work relationships between employees (managers too are employees). Both parties need to address the question of how to best serve the goals and outcomes and align their work efforts.
Performance review is a management tool. Managers are not necessarily the best qualified to assess their staff's accomplishments. In fact, they may have a very limited or biased view. A more complete and accurate picture results when employees and managers seek feedback from a variety of customers, team leaders, professional peers, and others inside or from outside the unit.
Performance reviews include judgments from a "higher authority." Judgments produce compliant workers – people who are told what to do – not innovative ones. People hate performance reviews because most of them are fault-finding. How much better to ask, "What did we learn from this? What can we each do differently the next time?"
The manager is responsible for obtaining input from the employees. 21st-century employees can't assume a passive role in the performance review, providing "tough-minded" self-assessments and valuable insights only on request. They must take the initiative, soliciting feedback from their managers and others. No risk-taking to solicit the complete picture and no learning means no improvements.
Managers should be trained in performance reviews, then prepare their employees for the process. If the performance review is to be a productive partnership with employees taking the active role and both parties committed to exchanging knowledge and ideas, managers and employees need to be trained together.
From United States, Walnut Creek
Acknowledge(0)Amend(0)
Hi,
I am a MLW fresher and I have training experience in four different companies as part of my study curriculum: (1) P.M. Diesel Pvt Ltd - Rajkot, (2) Reliance Industries Ltd - Silvassa, (3) Kalpataru Power Transmission Ltd - Gandhinagar, and (4) Claris Lifesciences Ltd - Ahmedabad-Bavala. I have 7.5 months of experience as an HR Trainee, focusing on various HR activities and MIS-related tasks. Recently, I have completed my MLW (Master of Labour Welfare) and the last semester of training. I am currently seeking a position as an HR Officer/Executive in Gujarat, Rajasthan, or Mumbai. Please inform me of any openings or vacancies.
Please refer to the attached resume for more details. You can reach me at 9898490618 or via email at birenpatel1987@gmail.com.
Regards,
Biren Patel
MLW
Mobile: 9898490618
From India, Delhi
Acknowledge(0)Amend(0)
I am a MLW fresher and I have training experience in four different companies as part of my study curriculum: (1) P.M. Diesel Pvt Ltd - Rajkot, (2) Reliance Industries Ltd - Silvassa, (3) Kalpataru Power Transmission Ltd - Gandhinagar, and (4) Claris Lifesciences Ltd - Ahmedabad-Bavala. I have 7.5 months of experience as an HR Trainee, focusing on various HR activities and MIS-related tasks. Recently, I have completed my MLW (Master of Labour Welfare) and the last semester of training. I am currently seeking a position as an HR Officer/Executive in Gujarat, Rajasthan, or Mumbai. Please inform me of any openings or vacancies.
Please refer to the attached resume for more details. You can reach me at 9898490618 or via email at birenpatel1987@gmail.com.
Regards,
Biren Patel
MLW
Mobile: 9898490618
From India, Delhi
Acknowledge(0)Amend(0)
I train all managers that performance management is ongoing with frequent input and feedback. The performance appraisal is one part of performance management. Many have negative opinions of annual appraisals, but if done right, they are a good tool. Most important is for managers to keep good relationships with employees. Regular conversations must focus on positive recognition and how things can improve (not what is wrong). Recognize them for their smallest accomplishments. What gets rewarded gets done, but what gets recognized gets repeated.
I am attaching our performance appraisal. It is not the best I have seen, but it is all about how you use it. Train and coach managers. The one for salaried employees is more comprehensive than the hourly employee appraisal. Also, use a simple form for planning performance improvement objectives throughout the year. Be sure to do follow-up.
From United States, Gardnerville
Acknowledge(0)Amend(0)
I am attaching our performance appraisal. It is not the best I have seen, but it is all about how you use it. Train and coach managers. The one for salaried employees is more comprehensive than the hourly employee appraisal. Also, use a simple form for planning performance improvement objectives throughout the year. Be sure to do follow-up.
From United States, Gardnerville
Acknowledge(0)Amend(0)
Hi Anurekha,
Mahr has given you the best link. It has been discussed many times in the Cite HR Forum. Click on this link, and you will find the best. Also, please understand your company's policy and employee strength, then go through all kinds of appraisal systems. Later, you can decide which appraisal system you want to adopt for your organization. New methods include the 360-degree appraisal and MBO (Management by Objective), etc.
From India, Bangalore
Acknowledge(0)Amend(0)
Mahr has given you the best link. It has been discussed many times in the Cite HR Forum. Click on this link, and you will find the best. Also, please understand your company's policy and employee strength, then go through all kinds of appraisal systems. Later, you can decide which appraisal system you want to adopt for your organization. New methods include the 360-degree appraisal and MBO (Management by Objective), etc.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear All,
I have over 7 years of experience in the field of HR as a generalist. Now, I would like to specialize in one of the following areas:
- Performance Management
- Policy & Procedure
- Compensation & Benefits
- Succession Planning
Please advise me on what courses I can take and where they are available, especially in Dubai or any recognized online courses.
All your feedback is highly appreciated.
Thanks and Regards,
Jagan
From United Arab Emirates, Abu Dhabi
Acknowledge(0)Amend(0)
I have over 7 years of experience in the field of HR as a generalist. Now, I would like to specialize in one of the following areas:
- Performance Management
- Policy & Procedure
- Compensation & Benefits
- Succession Planning
Please advise me on what courses I can take and where they are available, especially in Dubai or any recognized online courses.
All your feedback is highly appreciated.
Thanks and Regards,
Jagan
From United Arab Emirates, Abu Dhabi
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Training-develo pment-performan ce-appraisal.pp t
Performance-app raisal-senthiln athan.hr@gmail. com.zip