Hi friends, I know most of you are aware of the importance of conducting performance appraisal at your Organisation. Recently I have come across a package on Performance appraisal with many sample forms. Hope You find it useful.
Ravi
From India, Vijayawada
Ravi
From India, Vijayawada
477
[ I thing this is really useful and informative for HR professional for designing the apparisal form and also for individual Bhushan Rajput
From India, Hyderabad
From India, Hyderabad
No doubt that the formats are exhaustive, but you should take care in designing your form from all the available resources. Use the KISS principle, a paper of excel based appraisal needs to be re-input into a broad excel for collation of multiple results for eg.. Goals, goal scores, specific competency score, overall competency score by department, development plans, bell curve, emp v/s Manager v/s Reviewer score/ rating, salary/promotion recommendations etc etc.
All the best.
Ankur
From India, Delhi
All the best.
Ankur
From India, Delhi
Hello Priyankaindia,
Thanks for sharing but can I 'shake the tree' and ask everyone to consider if the old performance appraisal system is really the best method where a manager can discuss an employee's performance?
Increasingly most best practice organisations are leaving the appraisal system and developing more flexible performance development approaches that are working fantastically, in terms of improved staff performance, lower absenteeism, increased levels of participation and ownership and less industrial disputes.
The attachment outlines some interesting points that members will consider if the ‘old’ performance review system is outdated and if the performance management OR development model best suits their organisation and a flexible workplace in 2010?
Cheers
Ron
From Netherlands
Thanks for sharing but can I 'shake the tree' and ask everyone to consider if the old performance appraisal system is really the best method where a manager can discuss an employee's performance?
Increasingly most best practice organisations are leaving the appraisal system and developing more flexible performance development approaches that are working fantastically, in terms of improved staff performance, lower absenteeism, increased levels of participation and ownership and less industrial disputes.
The attachment outlines some interesting points that members will consider if the ‘old’ performance review system is outdated and if the performance management OR development model best suits their organisation and a flexible workplace in 2010?
Cheers
Ron
From Netherlands
Hi When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info. But I suggest you should use firefox. Rgs
From Vietnam, Hanoi
From Vietnam, Hanoi
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Performance Appraisal Form for Staff.doc