Hi Seniors,
Can anyone update me on the performance appraisal format for salespeople and employee engagement activities for individuals who work in field sales?
I am expecting your reply at the earliest.
From India, Chennai
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6Can anyone update me on the performance appraisal format for salespeople and employee engagement activities for individuals who work in field sales?
I am expecting your reply at the earliest.
From India, Chennai
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Dear Ayisha,
What is your product or service? What type of sales do the salespersons engage in? You cannot conduct performance appraisals for salespersons in isolation.
It seems that you do not have a proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction, they should be informed about when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisals may be conducted quarterly. The appraisal cycle of one year is too long. However, a salary hike may be implemented on the 1st of April or 1st of October.
b) For employees who join in between, the policy should outline when their first PA will take place.
c) The percentage of salary hike should be linked to the PA score.
The key point is that PA focuses solely on individual performance. To enhance this, we need to look beyond and measure business performance. To achieve this, a well-designed Performance Management Systems (PMS) policy is necessary. There was a query in this forum regarding PMS, and I have provided a response to that post. You can refer to it by clicking the following link: https://www.citehr.com/511936-pms-company.html
Though the title of the post is specific to IT companies, the response is applicable to all industries. Within the provided link, you will find several other related links. I recommend going through them patiently to enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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What is your product or service? What type of sales do the salespersons engage in? You cannot conduct performance appraisals for salespersons in isolation.
It seems that you do not have a proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction, they should be informed about when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisals may be conducted quarterly. The appraisal cycle of one year is too long. However, a salary hike may be implemented on the 1st of April or 1st of October.
b) For employees who join in between, the policy should outline when their first PA will take place.
c) The percentage of salary hike should be linked to the PA score.
The key point is that PA focuses solely on individual performance. To enhance this, we need to look beyond and measure business performance. To achieve this, a well-designed Performance Management Systems (PMS) policy is necessary. There was a query in this forum regarding PMS, and I have provided a response to that post. You can refer to it by clicking the following link: https://www.citehr.com/511936-pms-company.html
Though the title of the post is specific to IT companies, the response is applicable to all industries. Within the provided link, you will find several other related links. I recommend going through them patiently to enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Dear Sir,
Thank you so much, sir.
As of today, we do not have any standard performance appraisal policy for our division. We are in FMCG sales where once a month we have a review meeting with all executives and managers branch-wise. Those who are always in the field are monitored only by their respective managers.
Now, management wants to conduct performance analysis to identify areas of improvement and engage employees in activities.
Kindly advise.
Regards,
Ayisha
From India, Chennai
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Thank you so much, sir.
As of today, we do not have any standard performance appraisal policy for our division. We are in FMCG sales where once a month we have a review meeting with all executives and managers branch-wise. Those who are always in the field are monitored only by their respective managers.
Now, management wants to conduct performance analysis to identify areas of improvement and engage employees in activities.
Kindly advise.
Regards,
Ayisha
From India, Chennai
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Dear Ayisha,
If you are from the FMCG industry, then supply chain efficiency is of paramount importance to you. Though I do not know your business, roughly from my general knowledge, I can say that the following is your supply chain:
Supplier's supplier --> Supplier --> Store of Raw Material --> Production --> Warehouse of Finished Goods --> Dealer or Wholesaler --> Retailer --> End User
At each stage, costs are involved. You need to identify the costs. Thereafter, you assign the management of each cost to the respective HOD. You should measure the HOD's performance based on this. Measuring the performance of salespersons or field staff takes a narrow view of performance measurement or a partial view of performance measurement.
Therefore, I recommend reviewing your decision on measurement. Recently, I have uploaded my video on Performance Management System (PMS). Click on the hyperlink to check the video. It will clarify the whole concept.
Thanks,
Dinesh Divekar
From India, Bangalore
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If you are from the FMCG industry, then supply chain efficiency is of paramount importance to you. Though I do not know your business, roughly from my general knowledge, I can say that the following is your supply chain:
Supplier's supplier --> Supplier --> Store of Raw Material --> Production --> Warehouse of Finished Goods --> Dealer or Wholesaler --> Retailer --> End User
At each stage, costs are involved. You need to identify the costs. Thereafter, you assign the management of each cost to the respective HOD. You should measure the HOD's performance based on this. Measuring the performance of salespersons or field staff takes a narrow view of performance measurement or a partial view of performance measurement.
Therefore, I recommend reviewing your decision on measurement. Recently, I have uploaded my video on Performance Management System (PMS). Click on the hyperlink to check the video. It will clarify the whole concept.
Thanks,
Dinesh Divekar
From India, Bangalore
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Let me know the procedure for implementing the continuous performance appraisal. Step by step implementation procedure.
From India, Tiruppur
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From India, Tiruppur
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Hello All, Greetings for the day !!! Can anyone share with me the performance appraisal form and the ideal way of doing it in a hospital or any company? anyone can share at
From India, Delhi
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From India, Delhi
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Please give guidelines on how to develop a Performance Appraisal System for retail stores. I have been assigned to revise the Retail Store Performance Appraisal Form and would appreciate some guidance or assistance.
From Pakistan, Rawalpindi
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From Pakistan, Rawalpindi
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Hi All,
I am working in a start-up IT company and I have recently joined here as an HR (even though I am new to the HR generalist role). We want to create a performance appraisal system in our organization for the next cycle, i.e., April 2017. Please guide/suggest me on the steps/process of performance appraisal. What forms (like KRA) should I prepare? How to set the goals? What are all the goals to be set? Also, please share with me the templates or formats of the required forms.
I am waiting for your kind help. Thanks in advance.
Regards,
Reehana - HR
From India, Chennai
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I am working in a start-up IT company and I have recently joined here as an HR (even though I am new to the HR generalist role). We want to create a performance appraisal system in our organization for the next cycle, i.e., April 2017. Please guide/suggest me on the steps/process of performance appraisal. What forms (like KRA) should I prepare? How to set the goals? What are all the goals to be set? Also, please share with me the templates or formats of the required forms.
I am waiting for your kind help. Thanks in advance.
Regards,
Reehana - HR
From India, Chennai
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Hi,
I'm Nikhil Shah, working in the jewelry industry. As of now, there is no systematic appraisal done here; it's basically a "lala" type company. Now, they are planning to transition to a more professional approach. For that, I have to conduct performance appraisals for the team. Can anyone help me out with the process, guidelines, and provide any attachments for reference as well?
Please email me at nikhilshah14@gmail.com or call 9349902300.
Thank you!!
Nikhil Shah
From India, Kochi
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I'm Nikhil Shah, working in the jewelry industry. As of now, there is no systematic appraisal done here; it's basically a "lala" type company. Now, they are planning to transition to a more professional approach. For that, I have to conduct performance appraisals for the team. Can anyone help me out with the process, guidelines, and provide any attachments for reference as well?
Please email me at nikhilshah14@gmail.com or call 9349902300.
Thank you!!
Nikhil Shah
From India, Kochi
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Sumasatish: Dear All,
I need to prepare a presentation on an appraisal proposal considering market survey and matrix to support employees' salaries. It is a startup IT company, and employees are receiving very low salaries. I need to present to management about market standard salaries for developers with a proposal for appraisal. Please share with me the Excel matrix to support the appraisal for salary comparison and a PowerPoint presentation on the appraisal. I need it urgently.
Please help HR managers who have encountered this situation and prepared a presentation for their management.
Regards, Suma
From India, Bangalore
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I need to prepare a presentation on an appraisal proposal considering market survey and matrix to support employees' salaries. It is a startup IT company, and employees are receiving very low salaries. I need to present to management about market standard salaries for developers with a proposal for appraisal. Please share with me the Excel matrix to support the appraisal for salary comparison and a PowerPoint presentation on the appraisal. I need it urgently.
Please help HR managers who have encountered this situation and prepared a presentation for their management.
Regards, Suma
From India, Bangalore
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Dear Friends,
I am working in the pharma industry and am in need of sample appraisal formats for the Sales Manager, Regional Business Manager, Area Business Manager, and Territory Business Manager.
Kindly assist me at the earliest.
Email: hrd@linuxlaboratories.in
Thank you.
From India, Chennai
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I am working in the pharma industry and am in need of sample appraisal formats for the Sales Manager, Regional Business Manager, Area Business Manager, and Territory Business Manager.
Kindly assist me at the earliest.
Email: hrd@linuxlaboratories.in
Thank you.
From India, Chennai
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Hi All,
I'm new to the HR in an organization dealing with first-time appraisals. I request you to share an appraisal announcement email and performance review appraisal format for the software department.
Regards,
Syed Afshan
From India, Bengaluru
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I'm new to the HR in an organization dealing with first-time appraisals. I request you to share an appraisal announcement email and performance review appraisal format for the software department.
Regards,
Syed Afshan
From India, Bengaluru
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Hello all,
I am a PA to the Dean at a deemed University. This is the first time I am filling out my performance appraisal form. Please help me with what roles and responsibilities I should include in it. It is proving to be quite difficult for me.
Thank you.
From India, undefined
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I am a PA to the Dean at a deemed University. This is the first time I am filling out my performance appraisal form. Please help me with what roles and responsibilities I should include in it. It is proving to be quite difficult for me.
Thank you.
From India, undefined
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Hi,
I want to create an appraisal policy for my company. I want to know if I can create a policy in which once an employee completes 1 year, they should get an appraisal, regardless of whether they are in the Mar-Apr cycle. Typically, people follow the Mar-Apr cycle for appraisals, so if someone joins in August, they have to wait 1.6 years to get their appraisal. Instead of that, can we make a policy that states if an employee joined in August 2017, they should get their appraisal in August 2018, i.e., upon completion of one year.
Kindly suggest.
Regards,
Neha
From India, undefined
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I want to create an appraisal policy for my company. I want to know if I can create a policy in which once an employee completes 1 year, they should get an appraisal, regardless of whether they are in the Mar-Apr cycle. Typically, people follow the Mar-Apr cycle for appraisals, so if someone joins in August, they have to wait 1.6 years to get their appraisal. Instead of that, can we make a policy that states if an employee joined in August 2017, they should get their appraisal in August 2018, i.e., upon completion of one year.
Kindly suggest.
Regards,
Neha
From India, undefined
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Hello,
I'm a junior HR professional working in a start-up. It is currently the time for measuring performance and conducting appraisals for the employees. I seek assistance in preparing a performance appraisal form. What steps should I take? What factors should I include in the form?
I would greatly appreciate any knowledgeable HR professionals who can offer guidance.
Aishwarya
HR
From India, Bengaluru
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I'm a junior HR professional working in a start-up. It is currently the time for measuring performance and conducting appraisals for the employees. I seek assistance in preparing a performance appraisal form. What steps should I take? What factors should I include in the form?
I would greatly appreciate any knowledgeable HR professionals who can offer guidance.
Aishwarya
HR
From India, Bengaluru
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Hi everyone,
I have joined a startup that is 1.5 years old. Here, I have joined as a Senior HR, and I have to set up the performance appraisal policy. The company has around 50 members, and there has been no appraisal since the beginning. Please guide me and let me know how the appraisal process works, as I have never done it before, and this is the first time I will be handling something like this.
From India, Bengaluru
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I have joined a startup that is 1.5 years old. Here, I have joined as a Senior HR, and I have to set up the performance appraisal policy. The company has around 50 members, and there has been no appraisal since the beginning. Please guide me and let me know how the appraisal process works, as I have never done it before, and this is the first time I will be handling something like this.
From India, Bengaluru
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Hi All,
I want to review the performance of my probationary period employees. I have their monthly reports/performance report where each performed task is mentioned. My senior is not satisfied with these employees' performance as the project was delayed for 3 months. He is asking for my remarks on their work. How should I mention my remarks on their performance sheet? Kindly provide guidelines as this is my first time conducting it. I request your reply at the earliest.
From India, Pune
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I want to review the performance of my probationary period employees. I have their monthly reports/performance report where each performed task is mentioned. My senior is not satisfied with these employees' performance as the project was delayed for 3 months. He is asking for my remarks on their work. How should I mention my remarks on their performance sheet? Kindly provide guidelines as this is my first time conducting it. I request your reply at the earliest.
From India, Pune
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Hi All,
I am working in a manufacturing and service sector company, and I need guidance from all of you on how to conduct appraisals according to ratings. I kindly request you to assist me with any formats or skills that you have in mind.
Regards,
Priya Desai
From India, Mumbai
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I am working in a manufacturing and service sector company, and I need guidance from all of you on how to conduct appraisals according to ratings. I kindly request you to assist me with any formats or skills that you have in mind.
Regards,
Priya Desai
From India, Mumbai
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What are the parameters being used to measure the performance of an employee who undergoes performance appraisal in the construction organization?
I also want to know how the top management people get their appraisal with respect to the construction industry.
Thank you
From India
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I also want to know how the top management people get their appraisal with respect to the construction industry.
Thank you
From India
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Hi Everyone,
I am an HR professional working in a startup, and we are in the process of developing our new HR policies. This year, we are initiating our appraisal cycle and I would appreciate any guidance on the necessary steps and procedures to establish a robust appraisal policy.
As an HR fresher, I am seeking advice on the essential tasks needed to implement this effectively. Any insights or help on this matter would be greatly appreciated.
Thank you
From India, Delhi
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I am an HR professional working in a startup, and we are in the process of developing our new HR policies. This year, we are initiating our appraisal cycle and I would appreciate any guidance on the necessary steps and procedures to establish a robust appraisal policy.
As an HR fresher, I am seeking advice on the essential tasks needed to implement this effectively. Any insights or help on this matter would be greatly appreciated.
Thank you
From India, Delhi
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(Fact Checked)-Hi, I appreciate your eagerness to establish appraisal policies. For Sales, ensure metrics align with sales targets & customer satisfaction. Good luck! (1 Acknowledge point)
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Dear HR professionals,
I recently joined a "Digital Marketing" startup company as an HR Executive. I am the only person in the HR department. Our organization consists of 50 employees in the production team. Employees have joined in different months. So far, the hike is done based on their joining dates without a formal appraisal process.
Kindly suggest some ideas to implement a fixed appraisal policy and what would be the effective time to conduct the appraisal?
From India, Chennai
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I recently joined a "Digital Marketing" startup company as an HR Executive. I am the only person in the HR department. Our organization consists of 50 employees in the production team. Employees have joined in different months. So far, the hike is done based on their joining dates without a formal appraisal process.
Kindly suggest some ideas to implement a fixed appraisal policy and what would be the effective time to conduct the appraisal?
From India, Chennai
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Most of the companies are conducting appraisals using the 360-degree appraisal method, which you can also suggest to your management. The time taken to complete this process would be a minimum of 1 month since you mentioned that only 50 employees are working. The evaluation includes factors such as attendance, late logins, leaves taken, working culture, etc., and also covers performance traits.
You can find more information and formats on this website for reference.
From India, Hyderabad
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You can find more information and formats on this website for reference.
From India, Hyderabad
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Dear Yogapriya,
If your designation is HR Executive, then you are too junior to establish a Performance Appraisal (PA) system in your company. Either you need to work under someone more senior who has experience with a well-established PA system, or you should consider hiring an external consultant.
For Anonymous: I did not understand why you felt the need to remain anonymous. There should be no fear in sharing your name along with these simple comments. Coming back to your suggestion regarding the establishment of 360-degree appraisal, please note that 360-degree performance appraisal is different from 360-degree feedback. Additionally, to implement 360-degree feedback, an organization needs to be mature, with established systems and processes whose effectiveness has been tested over time. This intervention requires a senior professional, not an HR Executive.
If someone is not using a mobile phone, they may directly purchase a smartphone without needing to go through buying a feature phone first. However, establishing a PA system is different. Similar to the smartphone scenario, a direct transition to 360-degree appraisal is not feasible.
Thanks,
Dinesh Divekar
From India, Bangalore
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If your designation is HR Executive, then you are too junior to establish a Performance Appraisal (PA) system in your company. Either you need to work under someone more senior who has experience with a well-established PA system, or you should consider hiring an external consultant.
For Anonymous: I did not understand why you felt the need to remain anonymous. There should be no fear in sharing your name along with these simple comments. Coming back to your suggestion regarding the establishment of 360-degree appraisal, please note that 360-degree performance appraisal is different from 360-degree feedback. Additionally, to implement 360-degree feedback, an organization needs to be mature, with established systems and processes whose effectiveness has been tested over time. This intervention requires a senior professional, not an HR Executive.
If someone is not using a mobile phone, they may directly purchase a smartphone without needing to go through buying a feature phone first. However, establishing a PA system is different. Similar to the smartphone scenario, a direct transition to 360-degree appraisal is not feasible.
Thanks,
Dinesh Divekar
From India, Bangalore
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Every sales manager and sales supervisor appraises the performance of the salesmen under his charge. It is unfortunate that the importance of organized appraisal is not recognized by many sales executives; some believe in accurate appraisal as it is not possible because of the nature of sales job and good many variables influence his performance; still, there are others who dismiss the idea on the count that such an appraisal is purely subjective and superficial and unsupported by facts and colored by personal whims and fancies of the appraiser.
However, in spite of these problems of judging the salesman’s performance, reliable methods of evaluation can be developed to provide sound appraisal of salesman’s work. The principal methods of evaluating such performance can be of two types namely, qualitative and quantitative.
The qualitative methods are:
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
On the other hand, the quantitative methods are:
1. Analysis of sales records and reports.
2. Comparison of salesman’s performance with quota.
3. Ratio analysis.
4. Profit and loss statement.
From India
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However, in spite of these problems of judging the salesman’s performance, reliable methods of evaluation can be developed to provide sound appraisal of salesman’s work. The principal methods of evaluating such performance can be of two types namely, qualitative and quantitative.
The qualitative methods are:
1. Personal observation by sales executives.
2. Merit rating.
3. Customer opinion of salesmen.
On the other hand, the quantitative methods are:
1. Analysis of sales records and reports.
2. Comparison of salesman’s performance with quota.
3. Ratio analysis.
4. Profit and loss statement.
From India
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(Fact Checked)-The user's reply provides accurate information on evaluating salesmen's performance through qualitative and quantitative methods. No corrections needed. (1 Acknowledge point)
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Hello sir, i need performance appraisal for Accounts team
From India, Chennai
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From India, Chennai
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(Fact Checked)-Hello sir, for the Accounts team, you would typically use a performance appraisal format tailored to their roles and responsibilities within the finance/accounting functions. This may include metrics related to accuracy, timeliness, adherence to financial policies, problem-solving, and teamwork. It's important to align the performance appraisal criteria with the specific objectives and key performance indicators relevant to the Accounts team's functions. (1 Acknowledge point)
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Performance appraisal for sales exe.doc
Improving Employee Performance Through Appraisal And Coaching.pdf
CiteHR.AI
(Fact Checked)-The policy of providing an appraisal after one year of employment is legally permissible and can help in retaining talent. However, ensure clarity in communication and documentation to avoid any misunderstandings. (1 Acknowledge point)