Hi, On what basis or factors the performance appraisal system works in a company? Kindly suggest me..
From India, Madras
From India, Madras
just putting up my views,
hope this will be helpful....
Communication skills ( Excellent communication skills, can express ideas and opinion effectively, can provide information to the clients with clarity, is an effective listener and can effectively respond to both verbal and non-verbal clues)
Attendance: (Must be regular; this would be calculated as " No of actual working days in the month *100/number of scheduled working days in a month". A Leave request on the scheduled working day is considered to be unplanned and unscheduled. All unplanned and unscheduled leaves must be notified to the team leaders before 2; 30 P.M. A leave without notification does not fetch any score. Information sent through text (SMS) or through peers would not be considered as notification. The concerned person would have to speak to the Team Leader or any other person higher up for notification.
Quality: This would be calculated on the basis of the weekly average scores on the calls monitored
Escalations: This would be based on the monthly escalations report (from the client's side)
Product knowledge:
Productivity: This would be calculated on the basis of the monthly sales report from the sales tracker form the team leaders
Adherence to schedule:
Improvement orientation and learning ability: Open to new ideas and challenges, flexible and adaptable, eager and fast learner
Team Work: Cooperates with other team members to carry out the set responsibilities. This reflects the behavior of a team member and means participation in team activities/outings beyond the call of duty. Realizes the shared goals even when he/she does not directly benefit from it. Shares ideas, suggestions and information with other team members. This however being subjective, the team Leader would have to substantiate this with data.
Client appreciations: This would depend on the number of appreciation mails the agent has received from the client for excellent performance. As this too is subjective, the Team Leader would have to decide which one to consider as an appreciation mail.
Employee Referrals: This would depend on the number of referrals in the month and total number of resumes uploaded in the database.
Process Improvement Ideas: This would depend on the total number of process improvement ideas
Process Compliance: Perfect adherence to process, to the norms and guidelines lay down by the organization and the client. Knowledgeable about all the policies related to the work area and also beyond the work area.
-Renu J.
From India, Pune
3hope this will be helpful....
Communication skills ( Excellent communication skills, can express ideas and opinion effectively, can provide information to the clients with clarity, is an effective listener and can effectively respond to both verbal and non-verbal clues)
Attendance: (Must be regular; this would be calculated as " No of actual working days in the month *100/number of scheduled working days in a month". A Leave request on the scheduled working day is considered to be unplanned and unscheduled. All unplanned and unscheduled leaves must be notified to the team leaders before 2; 30 P.M. A leave without notification does not fetch any score. Information sent through text (SMS) or through peers would not be considered as notification. The concerned person would have to speak to the Team Leader or any other person higher up for notification.
Quality: This would be calculated on the basis of the weekly average scores on the calls monitored
Escalations: This would be based on the monthly escalations report (from the client's side)
Product knowledge:
Productivity: This would be calculated on the basis of the monthly sales report from the sales tracker form the team leaders
Adherence to schedule:
Improvement orientation and learning ability: Open to new ideas and challenges, flexible and adaptable, eager and fast learner
Team Work: Cooperates with other team members to carry out the set responsibilities. This reflects the behavior of a team member and means participation in team activities/outings beyond the call of duty. Realizes the shared goals even when he/she does not directly benefit from it. Shares ideas, suggestions and information with other team members. This however being subjective, the team Leader would have to substantiate this with data.
Client appreciations: This would depend on the number of appreciation mails the agent has received from the client for excellent performance. As this too is subjective, the Team Leader would have to decide which one to consider as an appreciation mail.
Employee Referrals: This would depend on the number of referrals in the month and total number of resumes uploaded in the database.
Process Improvement Ideas: This would depend on the total number of process improvement ideas
Process Compliance: Perfect adherence to process, to the norms and guidelines lay down by the organization and the client. Knowledgeable about all the policies related to the work area and also beyond the work area.
-Renu J.
From India, Pune
I am working in a Pharma company as Mgr.- HR & Admin. in Mumbai area. I want to develop an Performance Apprisal System in the Company. So, fur we ade JDs. of all the employees. Based on that I want to develop an system of 180 degree apprisal system or 360 degree apprisal system.
Kindly guide me with the format.
Regards,
Siddahrtha Pal
9765868851
From India, Mumbai
Kindly guide me with the format.
Regards,
Siddahrtha Pal
9765868851
From India, Mumbai
hi,
Analyzing the job description and specification of a particular position will help you in making KRA (key result areas) for any position and then performance can be evaluated against the same.
Hope it helps
kanika kapoor
From India, Delhi
Analyzing the job description and specification of a particular position will help you in making KRA (key result areas) for any position and then performance can be evaluated against the same.
Hope it helps
kanika kapoor
From India, Delhi
hi i'm ganesh.
i want to tell one things... It is the critical system in Human resource system because you thought to evaluate the employee performance and then give promotion or demotion to them... but what the employee expect, superior manager suspect our performance .... so they are de motivated through appraising the employee.
kra,360 degree,180 degree these are all good for PA... but these are old one is you know. so we want to change new appraisal... it will be better
From India, Coimbatore
i want to tell one things... It is the critical system in Human resource system because you thought to evaluate the employee performance and then give promotion or demotion to them... but what the employee expect, superior manager suspect our performance .... so they are de motivated through appraising the employee.
kra,360 degree,180 degree these are all good for PA... but these are old one is you know. so we want to change new appraisal... it will be better
From India, Coimbatore
Hi, Can I have a questionaire format for 360 degree appraisal system. Plzzz Regards, Deepika
From India, Madras
From India, Madras
Subject- Re:Labour laws Hi, I am working for education group. Can anybody provide me labour laws with their rules & regulations. Thanks and regards, seema
From India, Delhi
From India, Delhi
Apart from that, you also can ref more resources at: 360 performance appraisal & -research.php site:citehr.com
From Vietnam, Hanoi
From Vietnam, Hanoi
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 Appraisal Methods.doc
Methods-of-Perf ormance-Apprais al-2.pdf