Hello all readers,
i am hr student . I would like to Know about preformance appraisal procedure that is carried out in you company..
Permomance appraisal procedure differ from company to company... So i am interested in knowing how it is carried out in your.
Waiting for your all response....
Regards ,
komal
From India, Thana
i am hr student . I would like to Know about preformance appraisal procedure that is carried out in you company..
Permomance appraisal procedure differ from company to company... So i am interested in knowing how it is carried out in your.
Waiting for your all response....
Regards ,
komal
From India, Thana
477
Dear Komal The attached should be useful but do make necessary amendments to suit the company you are in. Regards Autumn Jane
From Singapore, Singapore
From Singapore, Singapore
Dear Komal The attached Performance Appraisal Manual should be useful but do make necessary amendments to suit the company you are in. Regards Autumn Jane
From Singapore, Singapore
From Singapore, Singapore
Hello all , thank you all...information u all shared was infomative.. Actually in my curriculam i have learned 360 degee appraisal is ideal ,but just want to know is it practically true...
From India, Thana
From India, Thana
Hi!
If you learned that the 360 degree system is the "ideal" (not "idol"?) appraisal method, then you were taught the wrong way.
The 360 degree system is not an appraisal tool nor is it a procedure. It is simply a "framework" on how to implement an appraisal system.
All those years i have not seen an appraisal tool that is uniquely 360 degree. As many hr practitioners know, it is simply the belief that appraisal should be done NOT ONLY by the superior/ supervisor, but all others that the concerned employee has regular contact in his/ her job, i.e. supervisor, colleague, customers, suppliers, etc.
The best appraisal procedure and tool is the PMS (Performance Management System) that is composed of five (5) integrated phases, namely:
1. Performance Planning (objective setting)
2. Review and Assessment
3. Performance Conference and Feedback
4. Improvement and Development Planning
5. Recognition, Rewards, and Sanction
My company has its original concept and sells/ installs it in various organizations worldwide.
Contact us if interested and have budget. Please visit my site at: EMILLA CONSULTING |
Best regards to all.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Mobile: 00966-54-223-7804 (KSA)
(Manila)
From Philippines, Parañaque
If you learned that the 360 degree system is the "ideal" (not "idol"?) appraisal method, then you were taught the wrong way.
The 360 degree system is not an appraisal tool nor is it a procedure. It is simply a "framework" on how to implement an appraisal system.
All those years i have not seen an appraisal tool that is uniquely 360 degree. As many hr practitioners know, it is simply the belief that appraisal should be done NOT ONLY by the superior/ supervisor, but all others that the concerned employee has regular contact in his/ her job, i.e. supervisor, colleague, customers, suppliers, etc.
The best appraisal procedure and tool is the PMS (Performance Management System) that is composed of five (5) integrated phases, namely:
1. Performance Planning (objective setting)
2. Review and Assessment
3. Performance Conference and Feedback
4. Improvement and Development Planning
5. Recognition, Rewards, and Sanction
My company has its original concept and sells/ installs it in various organizations worldwide.
Contact us if interested and have budget. Please visit my site at: EMILLA CONSULTING |
Best regards to all.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Mobile: 00966-54-223-7804 (KSA)
(Manila)
From Philippines, Parañaque
Hi All,
The feedbck provided by Autumn Jane & Ed Llrena are very important to understand the concept of the Subject as that's how performance appraisal procedure are conducted.
The Performance appraisal should be a constructive one and the employee should always trust and follow the supervisers comment as that's a " Mirror that reflect where u went wrong - Weakness and did the best - Strength ".
The key performance area - It differes from one job to the other. The KPA should be with reference to your objective/goals which is weightage in percentage and achievable. Each task that you do should indicate that you are on the track with your objectives and goals.
From Hong Kong
The feedbck provided by Autumn Jane & Ed Llrena are very important to understand the concept of the Subject as that's how performance appraisal procedure are conducted.
The Performance appraisal should be a constructive one and the employee should always trust and follow the supervisers comment as that's a " Mirror that reflect where u went wrong - Weakness and did the best - Strength ".
The key performance area - It differes from one job to the other. The KPA should be with reference to your objective/goals which is weightage in percentage and achievable. Each task that you do should indicate that you are on the track with your objectives and goals.
From Hong Kong
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Perfomance appraisal-270.x ls
Perfomance appraisal.ppt
PROCEDURE FOR PERFORMANCE APPRAISAL.doc