Hi!
I have some query on PM. Hope to receive replies on the below questions:
1) Performance appraisal VS Potential Appraisal (format in doc file)?
2) critical incident techniques VS graphic rating scales? how to develop a rating scale?
3) performance appraisal VS performance management?
4) What are the factors which affect ratings in performance appraisal?
5) Explain Behaviorally anchored rating scales?
6) What are the areas where performance management systems data can be used?
7) What are the PMS used in your company (KRA, MBO, 360 etc).
From India, Kalyan
4I have some query on PM. Hope to receive replies on the below questions:
1) Performance appraisal VS Potential Appraisal (format in doc file)?
2) critical incident techniques VS graphic rating scales? how to develop a rating scale?
3) performance appraisal VS performance management?
4) What are the factors which affect ratings in performance appraisal?
5) Explain Behaviorally anchored rating scales?
6) What are the areas where performance management systems data can be used?
7) What are the PMS used in your company (KRA, MBO, 360 etc).
From India, Kalyan
hi
i cn just solve the query on performance mngmnt v/s performance appraisal..
PA consisted of only annual review,i.e,review only once a year while PM focusses on continuous review thruout the year.
PA didn't clear what wasexactly expected of them on basis of which they would be evaluated and what were the measurement procedures.PM has established performance measures.
PA did not focus much on the training and development needs.PM does both qualitative and quantitative analysis.
PA was influenced by various biases like halo effect,etc but PM establishes systematic procedures.
PA linked only to pay and rewards. but PM constructively leads to overall personal growth of an individual.
rgrds
Amrita :)
From India, Delhi
i cn just solve the query on performance mngmnt v/s performance appraisal..
PA consisted of only annual review,i.e,review only once a year while PM focusses on continuous review thruout the year.
PA didn't clear what wasexactly expected of them on basis of which they would be evaluated and what were the measurement procedures.PM has established performance measures.
PA did not focus much on the training and development needs.PM does both qualitative and quantitative analysis.
PA was influenced by various biases like halo effect,etc but PM establishes systematic procedures.
PA linked only to pay and rewards. but PM constructively leads to overall personal growth of an individual.
rgrds
Amrita :)
From India, Delhi
hi friend good to see your keen interest on the topic PMS as whole i was also doing project on the same topic i have got info from the same cite u just need to check the posts thanked by me
From India, Mumbai
From India, Mumbai
Hi All, I am posting an ebook on Leadership, I am sure it will guide you to find and nurture the leader within you. Best regards.
From United Kingdom, London
From United Kingdom, London
Hi Friends :
Please find attached Excel Sheet which has clearly foucussing on Performance Appraisal by using the tool of Balance Score Card. In this sheet I have devided the PAs in two parts :
1. Individual Goals Section (i.e. KRAS)
2. Individual Attributes
Every eligible employee can have the individual assement and the same can be reviewed by next level manager. You can also mention the difficulty level (by giving proper ratings - using drop down values) followed by Ratings given by the managers.
Also in the second sheet i have mentioned some definitions for this which is most important to use. That will tell us about how to calculate the ratings etc.
Hope this will be very useful to all HR folks.
Regards,
Srinivasa Rao Gannavarapu
Manager - Human Resources
Note : This you can utilised once the Roles and Reponsibilities are clearly defined.
From India, Hyderabad
Please find attached Excel Sheet which has clearly foucussing on Performance Appraisal by using the tool of Balance Score Card. In this sheet I have devided the PAs in two parts :
1. Individual Goals Section (i.e. KRAS)
2. Individual Attributes
Every eligible employee can have the individual assement and the same can be reviewed by next level manager. You can also mention the difficulty level (by giving proper ratings - using drop down values) followed by Ratings given by the managers.
Also in the second sheet i have mentioned some definitions for this which is most important to use. That will tell us about how to calculate the ratings etc.
Hope this will be very useful to all HR folks.
Regards,
Srinivasa Rao Gannavarapu
Manager - Human Resources
Note : This you can utilised once the Roles and Reponsibilities are clearly defined.
From India, Hyderabad
Hi every body
We can find this info by using search box in the top of website
or use term: keywords site:abc.com at Google.com. Google is everything.
Apart from that, you also ref more information at: Performance management books
Best regards
From Vietnam, Hanoi
We can find this info by using search box in the top of website
or use term: keywords site:abc.com at Google.com. Google is everything.
Apart from that, you also ref more information at: Performance management books
Best regards
From Vietnam, Hanoi
Hi Rao - Thanks for sharing PMS form, its really good. I have few doubts such as in "INDIVIDUAL PERFORMANCE RATING" you have mention A and B what is that and also can you fill sheet with exmaple. evry thing is clear apart from calculation of "INDIVIDUAL PERFORMANCE RATING"
Thanks
Thanks
I have a question on the PMS you have posted. Why you have not considered the Training & Development part of the PMS. In order for employee to acheive their goals the organiation has to take the necessary steps to ensure they are trained and developed inorder to acheive their KPI Or in you case KRA? can you improve on this form in that respoect?
From Oman, Muscat
From Oman, Muscat
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Performance Management Vivid Facet Article.pdf
Using Bi-directional Performance Management.doc