Hi all,
HRD in our co is in the process of designing new performance appraisal (PA) systems for the service depts : finance, hr, logistics, marketing etc.
Since PA is a new concept in this company, I presume PA assessment forms are the best way to start. I am familiar with techniques like 360, 6 sigma and TQM but I do not think they can be implemented in the current situation.
Looking forward to some practical insights from HR professionals on PA parameters and benchmarks regarding appraisal forms.
Thanks.
From India, Panaji
HRD in our co is in the process of designing new performance appraisal (PA) systems for the service depts : finance, hr, logistics, marketing etc.
Since PA is a new concept in this company, I presume PA assessment forms are the best way to start. I am familiar with techniques like 360, 6 sigma and TQM but I do not think they can be implemented in the current situation.
Looking forward to some practical insights from HR professionals on PA parameters and benchmarks regarding appraisal forms.
Thanks.
From India, Panaji
hi felicia,
The info you have sent me is good, but not exactly what i was looking for. I wanted more of a performance appraisal format. Like an assessment form for employees and their bosses to fill every year or twice in a year.
Anybody else who can help me on this ???
Thanks
From India, Panaji
The info you have sent me is good, but not exactly what i was looking for. I wanted more of a performance appraisal format. Like an assessment form for employees and their bosses to fill every year or twice in a year.
Anybody else who can help me on this ???
Thanks
From India, Panaji
Hello Maryann,
We recommend that consideration of the actual appraisal forms comes last. To begin with, you will need to sit down with the executive team to discuss and decide:
-What is the purpose of the performance management system?
-How will you know that you have achieved your purpose?
-Will the system appraise goals and objectives, behaviors, or both?
-How will you appraise performance: manager appraisal, multi-rater feedback, objective measures or manager staffing reviews, or a combination?
-How will you reward good performance/exceptional performance?
-How will you fund rewards?
Once you and the executive team have answered these questions, then I suggest you can begin to think about how the appraisal process and forms will look. To do it the other way around is to put the cart before the horse. It would be to let the forms drive the system instead of letting the system drive the forms.
You can find out more about performance management systems at http://www.businessperform.com/html/...anagement.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
6We recommend that consideration of the actual appraisal forms comes last. To begin with, you will need to sit down with the executive team to discuss and decide:
-What is the purpose of the performance management system?
-How will you know that you have achieved your purpose?
-Will the system appraise goals and objectives, behaviors, or both?
-How will you appraise performance: manager appraisal, multi-rater feedback, objective measures or manager staffing reviews, or a combination?
-How will you reward good performance/exceptional performance?
-How will you fund rewards?
Once you and the executive team have answered these questions, then I suggest you can begin to think about how the appraisal process and forms will look. To do it the other way around is to put the cart before the horse. It would be to let the forms drive the system instead of letting the system drive the forms.
You can find out more about performance management systems at http://www.businessperform.com/html/...anagement.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi Vicki,
Thanks a lot for replying. Read the points you mentioned, it made a lot of sense. I will first answer those points and then it will be easier for me to design a form.
Also went through some of the articles on the website you posted, they were really informative.
I viewed your profile and its such a coincidence your based in Australia because I did my Masters of Business Administration from Griffith University and I majored in HR.
Is there any way I could reach you personally if I have any queries ? Since I am a new member I cannot send you a private message.
Regards, Maryann.
From India, Panaji
Thanks a lot for replying. Read the points you mentioned, it made a lot of sense. I will first answer those points and then it will be easier for me to design a form.
Also went through some of the articles on the website you posted, they were really informative.
I viewed your profile and its such a coincidence your based in Australia because I did my Masters of Business Administration from Griffith University and I majored in HR.
Is there any way I could reach you personally if I have any queries ? Since I am a new member I cannot send you a private message.
Regards, Maryann.
From India, Panaji
Hello Maryann,
Greetings from downunder! You can get me at office at businessperform.com (Replace "at" with "@" - trying to keep away from the spam robots.)
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Greetings from downunder! You can get me at office at businessperform.com (Replace "at" with "@" - trying to keep away from the spam robots.)
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Performance Appraisal Form for Staff.doc