HR Zone » Performance Assessment » Performance apprissal
Thanks Mona,
How shall is start the process ?
thanks prasan.It was informative.
Sankar,
Thank you for your encouragement.
will try to do it taking all the members suggestions.
2742 Views
6 Replies
2742 Views
6 Replies
Performance apprissal
Type: HR, Report if not a HR topic
Posted 23-05-2011Reply
Planning to start appraisals for the first time.
Please guide me what information do i need to collect or what documents do i need to maintain to start appraisals .
mine is an IT company with 10 employees.
All are software Engineers.
Regards,
Saujanya
Dear Saujanya,
The most popular methods used in the performance appraisal process include the following:
1.Management by objectives
2.360-degree appraisal
3.Behavioral observation scale
4.Behaviorally anchored rating scales
Now you need to decide which one you would like to implement in your company.
Though first and second one are mostly used by the companies.
Regards,
Monalisa
The most popular methods used in the performance appraisal process include the following:
1.Management by objectives
2.360-degree appraisal
3.Behavioral observation scale
4.Behaviorally anchored rating scales
Now you need to decide which one you would like to implement in your company.
Though first and second one are mostly used by the companies.
Regards,
Monalisa
Dear Saujanya,
The most popular methods used in the performance appraisal process inc... See Monalisa's complete reply
The most popular methods used in the performance appraisal process inc... See Monalisa's complete reply
Thanks Mona,
How shall is start the process ?
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..
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..
1.First decide on frequency of appraisal. (Annual/Half yearly/bi annual)
2.Select an appraisal method (MBO/BARS/BSC/360 degree/down line appraisal)
3.Prepare Appraisal Forms or u can download from http://www.performance-appraisal-form.com/
3.Allocate budget.
4.Conduct a meeting with employees and explain about Appraisal and its importance.
5.Distribute Appraisal forms to employees.
6.See that appraisal is done.
7.After appraisal DO NOT FORGET to collect feedback.
8.Keep on updating the process.
looking for Feed back from experts.
Saujanya,
believe in yourselves and go ahead on appraisals.
Will listen happy news soon.
Happy working.
Cheers,
Sankar Alla
2.Select an appraisal method (MBO/BARS/BSC/360 degree/down line appraisal)
3.Prepare Appraisal Forms or u can download from http://www.performance-appraisal-form.com/
3.Allocate budget.
4.Conduct a meeting with employees and explain about Appraisal and its importance.
5.Distribute Appraisal forms to employees.
6.See that appraisal is done.
7.After appraisal DO NOT FORGET to collect feedback.
8.Keep on updating the process.
looking for Feed back from experts.
Saujanya,
believe in yourselves and go ahead on appraisals.
Will listen happy news soon.
Happy working.
Cheers,
Sankar Alla
Saujanya,
Appraisal is a tool to evaluate performance on the job and also address gap... See Prasan's complete reply
Appraisal is a tool to evaluate performance on the job and also address gap... See Prasan's complete reply
thanks prasan.It was informative.
1.First decide on frequency of appraisal. (Annual/Half yearly/bi annual)
2.Select an ... See Sankar's complete reply
2.Select an ... See Sankar's complete reply
Sankar,
Thank you for your encouragement.
will try to do it taking all the members suggestions.