The Economic Times: "Arthos helps its customers set realistic retirement goals" --> FREE Limited time offer: HR Zone » Performance Assessment » Practically involvement of HR in performance appraisal
Type: HR, Report if not a HR topic
Hello,
I do agree to Ruchi's point, Hr hv to play a vry imp role in PMS. The technical person hv to judge the employee, on his performace, his targets, his behaviour in team and then pass it on this feedback to HR, then Hr have to evaluate the ratings which are given by the dpt head or technical person and accordingly promotion, training needs, area of improvement, salary hike, incentives, increments all these are taken care by HR only.
So HR plays a vital role in PMS.
--Priyanka
2290 Views
7 Replies
2290 Views 7 Replies+2
Practically involvement of HR in performance appraisal
Type: HR, Report if not a HR topic
Posted 16-03-2009Reply
Dear All,
In my company rather most of the companies now days performance appraisal is done by immdiate boss/dept. head. So how HR can participate in performance appraisal thats too when any technical person is being appraised.
Rashee
The performance appraisal process provides an opportunity to communicate performance feedback, review the job description, plan upcoming goals and objectives and develop an individual development plan. The program requires effort by both the employee and supervisor to identify strengths and improvement opportunities from a performance and development point of view.
The goal of performance appraisal is to allow an employee the opportunity to progress to their full potential in order to meet organizational needs and his/her personal development goals. Through this process, true teamwork and maximum performance can be achieved. The foundation of the performance appraisal process is improved communications between the employee and the supervisor. The Employee Relations unit is available to assist managers, supervisors, and employees in utilizing the appraisal process and resolving workplace performance issues.
Organisations classiying employees' performance appraisals consider core self-management traits as well as specific position objectives. In order to facilitate the review process, the assessment tool is customized by position occupational category.
The goal of performance appraisal is to allow an employee the opportunity to progress to their full potential in order to meet organizational needs and his/her personal development goals. Through this process, true teamwork and maximum performance can be achieved. The foundation of the performance appraisal process is improved communications between the employee and the supervisor. The Employee Relations unit is available to assist managers, supervisors, and employees in utilizing the appraisal process and resolving workplace performance issues.
Organisations classiying employees' performance appraisals consider core self-management traits as well as specific position objectives. In order to facilitate the review process, the assessment tool is customized by position occupational category.
Hi
If technical person is going to appraised,he/she would be appraised by technical head/deptt but all the form formalities and apart from this judgement would be given by HR only(like absenteeism,disciplinary action,late coming,behavioural traits etc)
So HR plays a important role in this function.
If technical person is going to appraised,he/she would be appraised by technical head/deptt but all the form formalities and apart from this judgement would be given by HR only(like absenteeism,disciplinary action,late coming,behavioural traits etc)
So HR plays a important role in this function.
Hi
If technical person is going to appraised,he/she would be appraised by technical h... See Ruchi's complete reply
If technical person is going to appraised,he/she would be appraised by technical h... See Ruchi's complete reply
Hello,
I do agree to Ruchi's point, Hr hv to play a vry imp role in PMS. The technical person hv to judge the employee, on his performace, his targets, his behaviour in team and then pass it on this feedback to HR, then Hr have to evaluate the ratings which are given by the dpt head or technical person and accordingly promotion, training needs, area of improvement, salary hike, incentives, increments all these are taken care by HR only.
So HR plays a vital role in PMS.
--Priyanka
Any Performance Appraisal of individual is done against the set target for the year be it an employee from Production , MM, Commercial, Marketing , Finance or HR ....
HR has the following role to play :
1. Provide the apprisal structure i.e. the parameters on which the assessment is to be done so if the appraisal is against the set KRA/KPA (Key Result Areas or Key Performance Area) the scale on which the appraisal will be done.
2. Appraiser will require some basic information of Appraisee like his growht in the organisations, his qualification, experiences etc --- to be provided as input by HR
3. The effect of Appraisal has to be finalised by HR and communicated to all concered as policy of the company be it in terms of Prmotion or incentive.
4. Other associated information of the employee like any minscondut , absenteeism, achievement (for the assessment period) is to be provided by HR only to the Appraiser.
5. HR has to set the stage where Employee can be appraised by his/her appraiser and has to train the appraiser to give the feedback to appraisee.
6. HR has to play an important role becuase the outcome of the Appraisal has to be used for various purpose by HR only.
Santosh Gupta
HR has the following role to play :
1. Provide the apprisal structure i.e. the parameters on which the assessment is to be done so if the appraisal is against the set KRA/KPA (Key Result Areas or Key Performance Area) the scale on which the appraisal will be done.
2. Appraiser will require some basic information of Appraisee like his growht in the organisations, his qualification, experiences etc --- to be provided as input by HR
3. The effect of Appraisal has to be finalised by HR and communicated to all concered as policy of the company be it in terms of Prmotion or incentive.
4. Other associated information of the employee like any minscondut , absenteeism, achievement (for the assessment period) is to be provided by HR only to the Appraiser.
5. HR has to set the stage where Employee can be appraised by his/her appraiser and has to train the appraiser to give the feedback to appraisee.
6. HR has to play an important role becuase the outcome of the Appraisal has to be used for various purpose by HR only.
Santosh Gupta
+2
to the forum topic 
to the forum topic 
