Hi Friends,
I am working for a startup company. We are into software services, and the headcount of the company is 30. Management is planning performance appraisals for this month.
Could you please help me by providing a 360 Performance appraisal template for a software company?
Thank you all,
Chandra
Mobile: 7799 036036
From India, Hyderabad
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I am working for a startup company. We are into software services, and the headcount of the company is 30. Management is planning performance appraisals for this month.
Could you please help me by providing a 360 Performance appraisal template for a software company?
Thank you all,
Chandra
Mobile: 7799 036036
From India, Hyderabad
Acknowledge(0)Amend(0)
Introduction of 360-Degree Appraisal
Introducing a 360-degree appraisal in an organization is no easy task. First, check the maturity of your organization. A 360-degree appraisal is suitable for mature employees.
Have the systems and processes been stabilized in your organization? Have the objectives been defined for every single department of your company? Have you introduced an audit system to check whether all the departments follow their systems and procedures? If yes, then what is the deviation percentage? What corrective measures do you take to reduce this deviation? Have you identified the competencies for each level of employees in your organization? If yes, then how do you measure the gap? If you measure the gap, what steps do you take to reduce this gap?
Clarification on KRAs and KPIs
Your second confusion is on KRAs and KPIs. I do not understand what you mean by "I have collected KRA and KPI of all our employees." There is no such thing as the collection of KRAs and KPIs. What you need to do is study the systems and processes of each department and design very customized KPIs. What if your employees do not know how to design the customized measures? In many cases, this is what happens.
More than a 360-degree appraisal, your major concentration should be on measuring what deserves to be measured.
Performance Management System (PMS)
For this, you need to have a well-designed policy on the Performance Management System (PMS). There was a query in this forum on PMS. I have given a reply to this post. Click the following link to refer to the reply: https://www.citehr.com/511936-pms-company.html
Though the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number: [Phone Number Removed For Privacy-Reasons].
Thanks,
Dinesh Divekar
From India, Bangalore
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8072Introducing a 360-degree appraisal in an organization is no easy task. First, check the maturity of your organization. A 360-degree appraisal is suitable for mature employees.
Have the systems and processes been stabilized in your organization? Have the objectives been defined for every single department of your company? Have you introduced an audit system to check whether all the departments follow their systems and procedures? If yes, then what is the deviation percentage? What corrective measures do you take to reduce this deviation? Have you identified the competencies for each level of employees in your organization? If yes, then how do you measure the gap? If you measure the gap, what steps do you take to reduce this gap?
Clarification on KRAs and KPIs
Your second confusion is on KRAs and KPIs. I do not understand what you mean by "I have collected KRA and KPI of all our employees." There is no such thing as the collection of KRAs and KPIs. What you need to do is study the systems and processes of each department and design very customized KPIs. What if your employees do not know how to design the customized measures? In many cases, this is what happens.
More than a 360-degree appraisal, your major concentration should be on measuring what deserves to be measured.
Performance Management System (PMS)
For this, you need to have a well-designed policy on the Performance Management System (PMS). There was a query in this forum on PMS. I have given a reply to this post. Click the following link to refer to the reply: https://www.citehr.com/511936-pms-company.html
Though the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number: [Phone Number Removed For Privacy-Reasons].
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Management System.doc