I am a newbie here. I plan to create an 80-page Performance Appraisal System Kit. Do you have any ideas on what I should include besides checklists, sample letters, and appraisal form templates?
Thank you.
Regards,
Ja G.
From Philippines, Quezon City
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Thank you.
Regards,
Ja G.
From Philippines, Quezon City
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Hi there,
You will find a lot of supporting document to help you develop a Performance Appraisal Kit. However why don’t you discuss the following.
What is performance appraisal
How did it start & who started it
Different types of performance appraisal :
360° Performance Appraisal:
What is it
Why was it created,
How does it work
what is the advantages & disadvantages of this method of this method
who would benefit from it most (individuals / Industrial )wise
Samples of the 360° performance appraisal form (blank)
Samples of the 360° performance appraisal form (filled )
Appraisal By Objective
What is it Appraisal by Objective
Why was it created,
How does it work
what is the advantages & disadvantages of this method
who would benefit from it most (individuals / Industrial )wise
What is Competence
What is Key Performance Indicator (KPI)
What is Key Result Area (KRA)
Samples of Performance Appraisal By Objective (blank)
Samples of Performance Appraisal By Objective (filled )
Other Methods of Performance appraisal
Samples of these appraisal forms blank & filled in so there is no ambiguity on how these are used
From Oman, Muscat
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108You will find a lot of supporting document to help you develop a Performance Appraisal Kit. However why don’t you discuss the following.
What is performance appraisal
How did it start & who started it
Different types of performance appraisal :
360° Performance Appraisal:
What is it
Why was it created,
How does it work
what is the advantages & disadvantages of this method of this method
who would benefit from it most (individuals / Industrial )wise
Samples of the 360° performance appraisal form (blank)
Samples of the 360° performance appraisal form (filled )
Appraisal By Objective
What is it Appraisal by Objective
Why was it created,
How does it work
what is the advantages & disadvantages of this method
who would benefit from it most (individuals / Industrial )wise
What is Competence
What is Key Performance Indicator (KPI)
What is Key Result Area (KRA)
Samples of Performance Appraisal By Objective (blank)
Samples of Performance Appraisal By Objective (filled )
Other Methods of Performance appraisal
Samples of these appraisal forms blank & filled in so there is no ambiguity on how these are used
From Oman, Muscat
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Mr. Anayaat, your idea is very good. Thanks for sharing it. I would like to include competency mapping - how to start it, from what point competency mapping should initiate, the methods, and the entire procedure of competency mapping. I will provide more information on this in my next post. Keep posting in the discussion.
From India, Mumbai
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From India, Mumbai
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Hi,
It is important to understand the nature and maturity of the organization you plan to create this appraisal kit for. This will decide the depth in which you would like to go. For example, 360-degree feedback is something everyone will talk about, but if there is no system in place and the environment is not mature, it will fall flat and be used as an opportunity to vent ire rather than provide real 360-degree feedback.
Having 80 pages is also too much for anyone to read and retain. Try reducing the size significantly for better impact.
From India, Bangalore
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It is important to understand the nature and maturity of the organization you plan to create this appraisal kit for. This will decide the depth in which you would like to go. For example, 360-degree feedback is something everyone will talk about, but if there is no system in place and the environment is not mature, it will fall flat and be used as an opportunity to vent ire rather than provide real 360-degree feedback.
Having 80 pages is also too much for anyone to read and retain. Try reducing the size significantly for better impact.
From India, Bangalore
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Hi there,
With reference to competence mapping, you rely on two things:
• Generic Competence decided by the management that all employees should have
• Job-related competence determined by the Job description of the position itself
• Develop a questionnaire to find out what existing competencies each individual holding these posts possess
• Conduct a gap analysis between required and existing competencies
• Provide necessary training and development to close the gap, whether through on-the-job training, in-house training, overseas training, job enlargement, or educational and professional certification
• All these steps lead to competence and career planning
That's how competence mapping is done in brief. Please go through this site; you will find a lot of materials that can help you develop a competence kit for everyone. If you need help, please do ask as I am ready for it.
From Oman, Muscat
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With reference to competence mapping, you rely on two things:
• Generic Competence decided by the management that all employees should have
• Job-related competence determined by the Job description of the position itself
• Develop a questionnaire to find out what existing competencies each individual holding these posts possess
• Conduct a gap analysis between required and existing competencies
• Provide necessary training and development to close the gap, whether through on-the-job training, in-house training, overseas training, job enlargement, or educational and professional certification
• All these steps lead to competence and career planning
That's how competence mapping is done in brief. Please go through this site; you will find a lot of materials that can help you develop a competence kit for everyone. If you need help, please do ask as I am ready for it.
From Oman, Muscat
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Performance Appraisal Methods.doc