Dear All,
I work in the hospital industry and need to train my Heads of Departments on Performance Appraisal - both Quantitative and Qualitative measures. However, I am having difficulty finding examples for the same. How can I identify these measures if the appraisal were to be conducted for a Nurse?
Thanks & Regards,
Shital
From India, Pune
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I work in the hospital industry and need to train my Heads of Departments on Performance Appraisal - both Quantitative and Qualitative measures. However, I am having difficulty finding examples for the same. How can I identify these measures if the appraisal were to be conducted for a Nurse?
Thanks & Regards,
Shital
From India, Pune
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Hey thanks Simhan...but i am looking at something more accurate. Something that talks about the difference between qualitative and quantitative measures. Thanks & Regards, Shital
From India, Pune
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From India, Pune
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Dear Shital,
To understand the quality and quantitative measures, you need to study each job very well. For this, you need to identify the measures of performance for every position and every department too. This is a quite long-drawn process. Performance appraisal comes later.
If you want training for the managers on how to conduct performance appraisals, then I will do it. However, your managers first need to be trained on how to design KPIs and KRAs.
To learn more about my training activities, I have attached my Training e-Brochure to this post.
Thanks,
Dinesh V Divekar
From India, Bangalore
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8072To understand the quality and quantitative measures, you need to study each job very well. For this, you need to identify the measures of performance for every position and every department too. This is a quite long-drawn process. Performance appraisal comes later.
If you want training for the managers on how to conduct performance appraisals, then I will do it. However, your managers first need to be trained on how to design KPIs and KRAs.
To learn more about my training activities, I have attached my Training e-Brochure to this post.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Hi Shital,
What I understand from your question is that you have already identified the aspects of performance appraisal, both quantitative and qualitative, and you are looking for examples on how to carry out the appraisal. If you have already identified the aspects to be measured, then examples can be derived.
Hope I understood your question.
Regards,
RAM
From India, Hyderabad
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What I understand from your question is that you have already identified the aspects of performance appraisal, both quantitative and qualitative, and you are looking for examples on how to carry out the appraisal. If you have already identified the aspects to be measured, then examples can be derived.
Hope I understood your question.
Regards,
RAM
From India, Hyderabad
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If I understand your question correctly, you want to educate your HODs on what PMS is all about and how to go about it. We were also working on similar lines to educate the HODs. First, we studied our normal process, then external best practices, and arrived at a process flow.
Option 1 / Normal Process:
Goal Setting → Performance Appraisal Discussion → Rating → Training Plan → Performance Linked Pay
Option 2 / R&D Process:
Goal Setting → Performance Appraisal (60% to the tangible & qualitative output) → 20% to the stakeholder evaluation (180° evaluation) → 20% Potential Of the Individual → Derive at the Competencies → People Development → Guide to arrive at an IDP → Subjective Rating → PLP as per the rating and locating the same in Bell curve Bandwidth → Plan towards vertical movement or horizontal movement.
This is just at the implementation stage, so the next step to implement a new process would be educating the new and existing HODs, launching the process, ensuring the HODs internally communicate to the stakeholders, and facilitate the HODs and employees to adhere to the process.
In a medical industry, the KRAs of each role and their achievable targets can vary, so you will have to relate the process with the same. Other aspects like stakeholder feedback (Doctors' Feedback / Medical Store / Customers, etc.) and behavioral aspects would be the same for all industries.
I request others also to evaluate the same and provide your views.
From India, Mumbai
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Option 1 / Normal Process:
Goal Setting → Performance Appraisal Discussion → Rating → Training Plan → Performance Linked Pay
Option 2 / R&D Process:
Goal Setting → Performance Appraisal (60% to the tangible & qualitative output) → 20% to the stakeholder evaluation (180° evaluation) → 20% Potential Of the Individual → Derive at the Competencies → People Development → Guide to arrive at an IDP → Subjective Rating → PLP as per the rating and locating the same in Bell curve Bandwidth → Plan towards vertical movement or horizontal movement.
This is just at the implementation stage, so the next step to implement a new process would be educating the new and existing HODs, launching the process, ensuring the HODs internally communicate to the stakeholders, and facilitate the HODs and employees to adhere to the process.
In a medical industry, the KRAs of each role and their achievable targets can vary, so you will have to relate the process with the same. Other aspects like stakeholder feedback (Doctors' Feedback / Medical Store / Customers, etc.) and behavioral aspects would be the same for all industries.
I request others also to evaluate the same and provide your views.
From India, Mumbai
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Performance Appraisal Form for Staff.doc