Hello Everybody,
So far, I have seen that the role of HR in Performance Appraisal is only limited to documenting the ratings and sending them to payroll for performance bonuses or increments. Appraisals in most companies are typically done by the immediate manager/supervisor, and then the ratings are forwarded to HR. I would really appreciate it if all the seniors or those handling performance appraisals in their respective companies could provide more information on this.
Regards, Berny :D
From India, Delhi
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So far, I have seen that the role of HR in Performance Appraisal is only limited to documenting the ratings and sending them to payroll for performance bonuses or increments. Appraisals in most companies are typically done by the immediate manager/supervisor, and then the ratings are forwarded to HR. I would really appreciate it if all the seniors or those handling performance appraisals in their respective companies could provide more information on this.
Regards, Berny :D
From India, Delhi
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Hello friend,
Yes, what you say is true - that today, HR is able to play only a limited role in Performance Appraisal. This almost ends up being a ritual. However, HR can and should play a major role in "PERFORMANCE MANAGEMENT." How do we ensure that the performance appraisal process is used to ENHANCE performance? Is everything okay with the performance and the appraisal - are people achieving what they had planned? Are they feeling motivated - are they ready to take stretch targets? How is the immediate superior coaching and guiding them to achieve even better performance? Is there a thought process that will identify the inputs required to develop the individual?
HR's role is to establish this process of performance management. Every department head and section head needs to contribute to the Human Resource Development of their own people - which, in turn, will benefit these functions to perform better.
Regards,
Nishikant
From United States, Greensboro
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21Yes, what you say is true - that today, HR is able to play only a limited role in Performance Appraisal. This almost ends up being a ritual. However, HR can and should play a major role in "PERFORMANCE MANAGEMENT." How do we ensure that the performance appraisal process is used to ENHANCE performance? Is everything okay with the performance and the appraisal - are people achieving what they had planned? Are they feeling motivated - are they ready to take stretch targets? How is the immediate superior coaching and guiding them to achieve even better performance? Is there a thought process that will identify the inputs required to develop the individual?
HR's role is to establish this process of performance management. Every department head and section head needs to contribute to the Human Resource Development of their own people - which, in turn, will benefit these functions to perform better.
Regards,
Nishikant
From United States, Greensboro
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