42
Dear Sari
You should also be consciuos about Halo and Horns effect on appraisals.
I have come across with these errors frequently
I used to educate the Team on these concepts with examples. I have experienced changes.
If you are preparing a document, then i strongly recommend you to highlight Perceptual errors including Horns and Halo effect
Siva
From India, Chennai
You should also be consciuos about Halo and Horns effect on appraisals.
I have come across with these errors frequently
I used to educate the Team on these concepts with examples. I have experienced changes.
If you are preparing a document, then i strongly recommend you to highlight Perceptual errors including Horns and Halo effect
Siva
From India, Chennai
Dear Sari,
Payment is for the performance and not to the persons.
Hitherto, it appears to me that you had been paying to the persons and not for their performance.
Link the annual increment to the performance. If they are unable to meet their performance targets for the coming quarter, given them warning, then show cause notice and then you can very well remove them.
A business leader needs to be dispassionate and work for the common good and not for emotions of the selected few.
Thanks,
Dinesh V Divekar
Soft Skill & Behavioural Trainer
From India, Bangalore
Payment is for the performance and not to the persons.
Hitherto, it appears to me that you had been paying to the persons and not for their performance.
Link the annual increment to the performance. If they are unable to meet their performance targets for the coming quarter, given them warning, then show cause notice and then you can very well remove them.
A business leader needs to be dispassionate and work for the common good and not for emotions of the selected few.
Thanks,
Dinesh V Divekar
Soft Skill & Behavioural Trainer
From India, Bangalore
Thanks Siva... could you please be little more clear....on the kind of errors...
Thanks dinesh, thanks for your genuine inputs..as told earlier they are performing whatever the little work assigned to them..so they are reaching targets within the specified time...but here performance only is the not the metric...
From India, Hyderabad
Thanks dinesh, thanks for your genuine inputs..as told earlier they are performing whatever the little work assigned to them..so they are reaching targets within the specified time...but here performance only is the not the metric...
From India, Hyderabad
Dear Sari
I am attaching a nice presentation on Performance management This presentation deliberates on various methods and also perceptual errors. This is a downloaded presentation. But i made a similar presentation a few years back when I introduce3d performance management in an organisation
Please go trough this and if you have any doubt, I will clarify with practical examples
Siva[/code]
From India, Chennai
I am attaching a nice presentation on Performance management This presentation deliberates on various methods and also perceptual errors. This is a downloaded presentation. But i made a similar presentation a few years back when I introduce3d performance management in an organisation
Please go trough this and if you have any doubt, I will clarify with practical examples
Siva[/code]
From India, Chennai
Thanks a ton Mr Siva for a detailed PPT, i could understand the actual errors..and measures of evalution...and the check list.. :D
Yes if i have any doubts while in the process i might disturb you again. :oops:
Thank you once again for sparing your valuable time for clearing my doubts Mr Siva. :D
Regards
Sari
From India, Hyderabad
Yes if i have any doubts while in the process i might disturb you again. :oops:
Thank you once again for sparing your valuable time for clearing my doubts Mr Siva. :D
Regards
Sari
From India, Hyderabad
There are two parts to the issue. One handling the Sales /Business Dev. guys. Since they are directly accounatble for business you should tell them clearly and where required take the extreme step.
With regard to others- (developers/PMs?) since they are the back bone of the company, you should communicate to them the situations and may be offer a nominal increase. In addition to this you may commit a reqward say six months later if situations improve( you can issue the letter towards this also now). This can be done provided you have a definite plan for improving top line which includes appropriate handling of sales guys.
Ultimately you need to retain and open communication with honest commitment may help you.
Cheers
Bala
With regard to others- (developers/PMs?) since they are the back bone of the company, you should communicate to them the situations and may be offer a nominal increase. In addition to this you may commit a reqward say six months later if situations improve( you can issue the letter towards this also now). This can be done provided you have a definite plan for improving top line which includes appropriate handling of sales guys.
Ultimately you need to retain and open communication with honest commitment may help you.
Cheers
Bala
Thanks Bala, its a good idea to reward them once the situation improves, yes as discussed we are considering to revise the competent employees who are the back bone to company.....
Thanks sense, yes sales executives are target based, their salary is revised once they prove their performance thru metrics...called projects.
From India, Hyderabad
Thanks sense, yes sales executives are target based, their salary is revised once they prove their performance thru metrics...called projects.
From India, Hyderabad
Hello;
From the post, it sounds like the employee evaluation is based on perspective rather than quantifyable evaluation results. Loyalty to the company is key to the success of organization. However having Loyal employees who can not add value to the organization may not necessarily be an ASSET.
The review and appraisal process in your organization needs re-evaluation. You may consider conducting employee self-evaluation by creating a set of questions based on Technical Understanding, Mentoring Attitude, Project Management expertize and the categories relevant to the specific employee group
This will give you quantifyable mechanism to decide on the SALARY APPRAISAL.
The main responsibility of HR is to identify and place the right person for the right job. With a little coordination with the respective department, you will be able help not-only the employees but the management by way of separating facts from perceptions
From the post, it sounds like the employee evaluation is based on perspective rather than quantifyable evaluation results. Loyalty to the company is key to the success of organization. However having Loyal employees who can not add value to the organization may not necessarily be an ASSET.
The review and appraisal process in your organization needs re-evaluation. You may consider conducting employee self-evaluation by creating a set of questions based on Technical Understanding, Mentoring Attitude, Project Management expertize and the categories relevant to the specific employee group
This will give you quantifyable mechanism to decide on the SALARY APPRAISAL.
The main responsibility of HR is to identify and place the right person for the right job. With a little coordination with the respective department, you will be able help not-only the employees but the management by way of separating facts from perceptions
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.
Employee Appraisal Form new.doc
Time-management -7439-4556_187. ppt