Ours is a designing, mfg and mkg comp.
There is one problem cropping up in our appraisal system, which I wish to discuss with you all and seek a solution.
We have a set of employees with basically same skill sets / competencies but are working in different departments. Their performance is being rated by their respective managers. As you are aware, the performance rating style varies from manager to manager. Thus there is bound to be a variation in their ranking, which eventually reflects on their increments.
This is leading to a comparition (lateral) among themselves and those whose rating is not as favourable as of others, seem to develop resentment for the same.
My query is, how to normalise their rating so that we could if not iron out, minimise their resentment? I will be greatful for an early reply.
Thanks and regards,
Shradha
There is one problem cropping up in our appraisal system, which I wish to discuss with you all and seek a solution.
We have a set of employees with basically same skill sets / competencies but are working in different departments. Their performance is being rated by their respective managers. As you are aware, the performance rating style varies from manager to manager. Thus there is bound to be a variation in their ranking, which eventually reflects on their increments.
This is leading to a comparition (lateral) among themselves and those whose rating is not as favourable as of others, seem to develop resentment for the same.
My query is, how to normalise their rating so that we could if not iron out, minimise their resentment? I will be greatful for an early reply.
Thanks and regards,
Shradha
SHARADA,
A number of factors could be affecting the system.
-if people are working in different departments, then their
competences cannot be same
example
supervisor in sales , is different , from supervisor in production
and from accounts supervisor.
-------------------------------------------------------------
-the line managers have not been trained effectively
-----------------------------------------------------------------
-the line managers' interpretation of elements
-----------------------------------------------------------------
-the line managers' privilege of what they pay their staff
etc etc.
HENCE MY SUGGESTION, REVIEW THE SYSTEM
AND HAVE A FRESH LOOK AT THE COMPETENCES.
REGARDS
LEO LINGHAM
From India, Mumbai
260A number of factors could be affecting the system.
-if people are working in different departments, then their
competences cannot be same
example
supervisor in sales , is different , from supervisor in production
and from accounts supervisor.
-------------------------------------------------------------
-the line managers have not been trained effectively
-----------------------------------------------------------------
-the line managers' interpretation of elements
-----------------------------------------------------------------
-the line managers' privilege of what they pay their staff
etc etc.
HENCE MY SUGGESTION, REVIEW THE SYSTEM
AND HAVE A FRESH LOOK AT THE COMPETENCES.
REGARDS
LEO LINGHAM
From India, Mumbai
to normalize 360 may be a beneficial tool , but then your organizational readiness to accept 360 profiling should be analysed carefully and then implemented , i am currently an MBA student and i am doing a project in 720 degree appraisal which allows all the personal rrelationshipps and peers to appraise the employee , as i believe to the core that the climate in which performance is generated is only in the home place and not the the work area , i juust need some corporate contacts in hyderabad to carrry out my project as i am doining it in 8 companies ,
desperately waitining for a response
raaj
From India, Hyderabad
desperately waitining for a response
raaj
From India, Hyderabad
Hi raaj,
I guess we are not yet prepared for 360 degree feedback. The staff needs to be oriented well for it and develope a positive mindset.
However, Thank you for the concern and all the best for your project. I will appreciate if you could share it with all of us after you finish it so that we may learn a lot from it.
Shradha
I guess we are not yet prepared for 360 degree feedback. The staff needs to be oriented well for it and develope a positive mindset.
However, Thank you for the concern and all the best for your project. I will appreciate if you could share it with all of us after you finish it so that we may learn a lot from it.
Shradha
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Sample Performance Appraisal rating form.doc