Hi Ramesh,

Here are a few:

- Aspire
- Enablers
- New Achievers Program

Hope this helps..

Saujanya,

Appraisal is a tool to evaluate performance on the job and also address gaps with the expected behaviors and skills. So, I would recommend the following steps :

1) Since the number of employees are only 10 (across depts),. You could review their JD's or Competencies required for them to perform their tasks

2) You could collate questions that are action oriented that are directing towards expected behaviors on the job and weigh it with a 5 point scale (Does not meet expectations to Substantially Exceeds Expectation) which is commonly used as a measure.

3) Also, you could introduce the values/vision of the organization into the questionnaire as a common question across all levels.

4) Last but not the least, make sure you review and get a consensus with the managers/CEO to see what all the competencies and values you are measuring as part of the appraisal

5) Educate the manager's and the employees about the format (Training) so that they understand how they approach these questions being asked.
6) Request for a self-appraisal and then get the manager to review the appraisal of each individual.

7) Finally schedule a date for the individual to sit down with the manager and discuss the feedback from the appraisal. Also it could be a goal-setting exercise for the next year.

Hope this helps..

Sahil,

I have used the below questionnaire to collect information about roles in a function and then derive a competency (Behavioural & Technical) from this. I hope this helps you as well in your efforts

Cheers

Sunil,

Do you have a presence in Bangalore? I would be interested to know if you can refer any vendors in Bangalore?

Thanks

Neenu,

I personally feel that this is a valuable topic for any company to know and do if they are investing in their people. Also, if you intend to pursue learning and development as an opportunity, think this will come handy for your career..

Here is what I came across that you could review closely and then decide on your scope and objectives..

http://www.slideshare.net/nusantara99/measuring-roi-of-training

Good luck with your research...

Prasan

Try out this link and this could be the possible solution for your need

http://www.amazon.com/Onboarding-Your-Employees-Speed-Half/dp/0470485817/ref=pd_sim_b_10

Prakash,

You have broken down the concept well to keep the employee engaged in the organization and also how to measure it.. I am sure there are numerous books out there that can give you lots of checklist to follow.. But here are my two cents that you could consider using (in your) checklist or keeping as a reference..

Any new joiner will have the biggest apprehension/fear is the factor of settling down in job and role for which he/she has been hired into. It is best to alleviate that first.. I would think a buddy (prefer someone from the same Dept but not the supervisor) be assigned to this new joiner

Keep sending in information pertaining to the organization like policies/newsletter to the new joiner on a regular basis (don't clutter his mailbox) to help the candidate feel what is going on in the organization and who to contact for what..

Hope this helps!