Dear fellow HR,
We all talk of our involvement in Appraisal and monitoring personal. What is the actual involvement of the HR in the employee appraisal? I know in small organisations we will be able to know every employee how does it work in medium and bigger organisations? What is the actual monitoring we do? Do you depend on the technical or line manager for his feedback or do you also have your own methodology to monitor every individual?
We miss many of the points when we give our appraisal points if we are not involved fully in knowing the team members dont you think this will be unfair to the employee and lead to discontentment?
Looking forward to your valuable feedback.
Regards
Praveen
From India
11We all talk of our involvement in Appraisal and monitoring personal. What is the actual involvement of the HR in the employee appraisal? I know in small organisations we will be able to know every employee how does it work in medium and bigger organisations? What is the actual monitoring we do? Do you depend on the technical or line manager for his feedback or do you also have your own methodology to monitor every individual?
We miss many of the points when we give our appraisal points if we are not involved fully in knowing the team members dont you think this will be unfair to the employee and lead to discontentment?
Looking forward to your valuable feedback.
Regards
Praveen
From India
Hi Praveen,
It is not the HR's responsibility to do the performance appraisal of each and every employee in the organisation. The line managers are responsible for their staff. You are responsible only for your staff ( i.e, an HR manager does the appraisal of the HR executive or asst )
Once the appraisal reports reach you, it is your responsibility to compile and draw conclusions. here you have to use various methods to arrive at unbiased conclusion. for eg, you might have to make corrections because of difference in the rating of individual raters and decide who needs to be promoted or demoted and who needs to be given a raise and how much.
Hope this helps
Sherine
From India, Bangalore
It is not the HR's responsibility to do the performance appraisal of each and every employee in the organisation. The line managers are responsible for their staff. You are responsible only for your staff ( i.e, an HR manager does the appraisal of the HR executive or asst )
Once the appraisal reports reach you, it is your responsibility to compile and draw conclusions. here you have to use various methods to arrive at unbiased conclusion. for eg, you might have to make corrections because of difference in the rating of individual raters and decide who needs to be promoted or demoted and who needs to be given a raise and how much.
Hope this helps
Sherine
From India, Bangalore
Hi Praveen,
In a small organzations, HR is able to participate as moderator/silent participant in most of the appraisals to assess the spirit behind the process.
In big organizations where employees are scattered in different regions, it would be difficult for HR to be fully involved ; however their appraisals are moderated by the HODs therefore it is less likely to be biased or leading to discontentment of the employees.
Also if the employee is given the opportunity to express himself in the process in writing provides the feedback to HR.
Of course, HR needs to have a credible image and excellent networkings/relationships with the employees to know their “real” feedback.
Here what is more important is that PMS process shouldn’t be reduced to just a form filling exercise and neglecting the development and analysis of the performance of appraisee.
Regards,
Rajat Joshi
From India, Pune
In a small organzations, HR is able to participate as moderator/silent participant in most of the appraisals to assess the spirit behind the process.
In big organizations where employees are scattered in different regions, it would be difficult for HR to be fully involved ; however their appraisals are moderated by the HODs therefore it is less likely to be biased or leading to discontentment of the employees.
Also if the employee is given the opportunity to express himself in the process in writing provides the feedback to HR.
Of course, HR needs to have a credible image and excellent networkings/relationships with the employees to know their “real” feedback.
Here what is more important is that PMS process shouldn’t be reduced to just a form filling exercise and neglecting the development and analysis of the performance of appraisee.
Regards,
Rajat Joshi
From India, Pune
It should never be the role of HR to conduct appraisals. This is why we employ managers and supervisors. Managers and supervisors are responsible for the performance of their staff and for feedback on performance. This also goes for deciding who to promote. This needs to be done by the management team. HR can advise on how to apply the company’s principles, policies and procedures to particular promotion decisions, however, the management team need to take ownership of how they run the business.
In the performance management system, the role of HR is:
-creation of the performance management system with the input and final approval of the key stakeholders
-maintenance of the performance management system
-collection and storage of central performance appraisal records
-provision of training, advice and support to managers and supervisors
I’m sure there other responsibilities, but I see these as the main ones.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
In the performance management system, the role of HR is:
-creation of the performance management system with the input and final approval of the key stakeholders
-maintenance of the performance management system
-collection and storage of central performance appraisal records
-provision of training, advice and support to managers and supervisors
I’m sure there other responsibilities, but I see these as the main ones.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Dear Sherine Rajat and Vicki
Thank you for your valuable inputs.
Just to ponder on what Rajat Quoted that HR should have excellent networkings/relationships with the employees to know their “real” feedback Are there any known methodologies to follow to achieve this?
Thanks Again,
Regards
Praveen
From India
Thank you for your valuable inputs.
Just to ponder on what Rajat Quoted that HR should have excellent networkings/relationships with the employees to know their “real” feedback Are there any known methodologies to follow to achieve this?
Thanks Again,
Regards
Praveen
From India
It’s more about having the right attitude than a methodology. It’s about taking a genuine interest in people and being able to listen attentively and empathetically. Things you could do include:
-eating in the staff canteen
-conducting regular HR information sessions for employees
-talking to people before and after information and training sessions
-gain employee trust by providing a timely HR service to employees
-having an openly stated “open door” policy
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
-eating in the staff canteen
-conducting regular HR information sessions for employees
-talking to people before and after information and training sessions
-gain employee trust by providing a timely HR service to employees
-having an openly stated “open door” policy
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi All,
In my view the immediate superior is the best person to evaluate the performance of his/her employees but as the evaluation report is submitted HR most definitely should analyze it and the said employee should have an opportunity to comment on it. He may or may not agree with his superior’s ranking on different aspects of his/her performance in that case the HR should find out the reason why.
An HR person should have strong relationship skills not only with the top level of employees but even the very minor level of employees. Recruiting as HR person in a large organization should be done after thoroughly analyzing that person. An HR person with different motives in his/her mind may show affection to employees in a different way whereas these employees may not see it since they think the HR person is everything when it comes to their confidential aspects, this is especially true in garment organizations where the employees are mislead easily.
An HR person should treat all employees equally and confidentiality should be well maintained. The employees need to feel they are heard and also their well being taken care of.
When this sort of an HR person manages the organization the employees feel free to walk in and comment, agree and disagree on their PE. Their feedback is genuine.
From Sri Lanka
In my view the immediate superior is the best person to evaluate the performance of his/her employees but as the evaluation report is submitted HR most definitely should analyze it and the said employee should have an opportunity to comment on it. He may or may not agree with his superior’s ranking on different aspects of his/her performance in that case the HR should find out the reason why.
An HR person should have strong relationship skills not only with the top level of employees but even the very minor level of employees. Recruiting as HR person in a large organization should be done after thoroughly analyzing that person. An HR person with different motives in his/her mind may show affection to employees in a different way whereas these employees may not see it since they think the HR person is everything when it comes to their confidential aspects, this is especially true in garment organizations where the employees are mislead easily.
An HR person should treat all employees equally and confidentiality should be well maintained. The employees need to feel they are heard and also their well being taken care of.
When this sort of an HR person manages the organization the employees feel free to walk in and comment, agree and disagree on their PE. Their feedback is genuine.
From Sri Lanka
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