Hi all
performance review in the organizations must be alwys a HOT issue. I was going through a case study in one of the magazines dealing with the same problem and felt like finding answers to some questions .
Why performance review is always taken in a negative sense when it's meant for individual's development?
The performance appraisal is surely not for criticizing people then why such a wrong approach?
In most of the organizations it's an yearly affair. Does it really serve the purpose?
Do managers really don't have time to with their team members and discuss their targets and performance in general?Your views would definitely help to think and analyse the system more clearly.
Waiting for your views.....
Regards
sneha.
performance review in the organizations must be alwys a HOT issue. I was going through a case study in one of the magazines dealing with the same problem and felt like finding answers to some questions .
Why performance review is always taken in a negative sense when it's meant for individual's development?
The performance appraisal is surely not for criticizing people then why such a wrong approach?
In most of the organizations it's an yearly affair. Does it really serve the purpose?
Do managers really don't have time to with their team members and discuss their targets and performance in general?Your views would definitely help to think and analyse the system more clearly.
Waiting for your views.....
Regards
sneha.
Hi Sneha
The actual aspect going on the Performance appraisal is like this
1. It is just a compulsion that the form has to be filled.
2. The person is evaluated by the immediate senior and there, politics play a vital role.
3. When you go for Performance appraisal, People have a kind of fear
4. Some persons rate everybody neutral (5 for a rating scale of 1 to 10)
The people who involve should be educated the importance of the performance appraisal and the viability should be clearly analyzed.
From India, Madras
10The actual aspect going on the Performance appraisal is like this
1. It is just a compulsion that the form has to be filled.
2. The person is evaluated by the immediate senior and there, politics play a vital role.
3. When you go for Performance appraisal, People have a kind of fear
4. Some persons rate everybody neutral (5 for a rating scale of 1 to 10)
The people who involve should be educated the importance of the performance appraisal and the viability should be clearly analyzed.
From India, Madras
performance review in the organizations must be always a HOT issue.
PR is a regulated development issue, but lack of understanding / lack of training / poor attitude, all contributes to the HOT issue.
---------------------------------------------------------------------------
Why performance review is always taken in a negative sense when it's meant for individual's development?
-PR is treated as an evaluation tool, when it is actually a development tool.
-PR as a concept is not properly sold to all people in the company.
-Most employees do 85% well in their job, but the boss aim at the 15% negatives.
-The bosses use value judgement terms [ like bad performance], instead of
descriptive terms for poor performance.
-salary reviwed are linked to PR, it should never be linked.
-BOSSES are not trained enough in people management.
-------------------------------------------------------------------------------------------------
The performance appraisal is surely not for criticizing people then why such a wrong approach?
-lack of training of the managers in using PR.
-bosses must use descriptive words in describing poor performance, not criticism.
-every poor performance review , must have an action plan for improvement,
generally this does not happen.
--------------------------------------------------------------------------------------------------
In most of the organizations it's an yearly affair. Does it really serve the purpose?
-PR is a flexible development tool.
-MANAGERs must use it accordingly--once a year for high flyers.
--for some it could 2 times a year.
--some would more frequently, as per the need.
-------------------------------------------------------------------------------------------------------
Do managers really don't have time to with their team members and
discuss their targets and performance in general?
-Managers have a responsibility and are accountable for this.
-they must create time for this purpose.
-the managers set the target , hence have the responsibility for PR.
-PR will become more effective, if the manager's incentive is linked
to the teams performance.
regards
LEO LINGHAM
From India, Mumbai
PR is a regulated development issue, but lack of understanding / lack of training / poor attitude, all contributes to the HOT issue.
---------------------------------------------------------------------------
Why performance review is always taken in a negative sense when it's meant for individual's development?
-PR is treated as an evaluation tool, when it is actually a development tool.
-PR as a concept is not properly sold to all people in the company.
-Most employees do 85% well in their job, but the boss aim at the 15% negatives.
-The bosses use value judgement terms [ like bad performance], instead of
descriptive terms for poor performance.
-salary reviwed are linked to PR, it should never be linked.
-BOSSES are not trained enough in people management.
-------------------------------------------------------------------------------------------------
The performance appraisal is surely not for criticizing people then why such a wrong approach?
-lack of training of the managers in using PR.
-bosses must use descriptive words in describing poor performance, not criticism.
-every poor performance review , must have an action plan for improvement,
generally this does not happen.
--------------------------------------------------------------------------------------------------
In most of the organizations it's an yearly affair. Does it really serve the purpose?
-PR is a flexible development tool.
-MANAGERs must use it accordingly--once a year for high flyers.
--for some it could 2 times a year.
--some would more frequently, as per the need.
-------------------------------------------------------------------------------------------------------
Do managers really don't have time to with their team members and
discuss their targets and performance in general?
-Managers have a responsibility and are accountable for this.
-they must create time for this purpose.
-the managers set the target , hence have the responsibility for PR.
-PR will become more effective, if the manager's incentive is linked
to the teams performance.
regards
LEO LINGHAM
From India, Mumbai
thanks Leo,
These answers will really help me to think in a better way. probably I can implement it in a better manner when i will join an organization in future. But i would like to ask you is there any organization doing PR in adifferent way and in true spirit? I would like to know more about various PR models applied across the organizations. can you please guide me on that or suggest some litrerture to find answers to my questions?
regards
sneha.
These answers will really help me to think in a better way. probably I can implement it in a better manner when i will join an organization in future. But i would like to ask you is there any organization doing PR in adifferent way and in true spirit? I would like to know more about various PR models applied across the organizations. can you please guide me on that or suggest some litrerture to find answers to my questions?
regards
sneha.
Hi Sneha,
Well if you ask my opinions based on my experiential learning I would say that the design of performance review system is not at fault per say in most of the cases , but the process of implementing the system at times is not thought through , due to which some of the implication which you mentioned below are applicable.
However the negativity associated with performance review generally emanates from the fact that it directly impacts the compensation which again is quite a sensitive issue.
Also factors such as internal disparity , relative ranking do attribute to generating negativity among people.
Well as far as reviews being taken on an yearly basis is concerned , its not as if the reviews are not taken generally , they are taken periodically as and when required but then in performance review it again becomes a formal process which needs to be documented.
I hope this learning could be of some help to you...
Well if you ask my opinions based on my experiential learning I would say that the design of performance review system is not at fault per say in most of the cases , but the process of implementing the system at times is not thought through , due to which some of the implication which you mentioned below are applicable.
However the negativity associated with performance review generally emanates from the fact that it directly impacts the compensation which again is quite a sensitive issue.
Also factors such as internal disparity , relative ranking do attribute to generating negativity among people.
Well as far as reviews being taken on an yearly basis is concerned , its not as if the reviews are not taken generally , they are taken periodically as and when required but then in performance review it again becomes a formal process which needs to be documented.
I hope this learning could be of some help to you...
Hi! I would like to share my views about performance evaluation. Actually the main reason why we experienced resistance and negative feedbacks from our personnel to the extent would show no interest and would just take for granted the answering of the given questions in the appraisal guide is because of the manner we manage the appraisal system. Probably we are not consistent in the management of the system.
I think we should have a schedule and venue for administration,policy on who will administer(say the dept. heads) ,retrieval date,processing time,feedback then deadline for submission to the top management then BOT.
Have a nice day!
ysabelmicaela04
I think we should have a schedule and venue for administration,policy on who will administer(say the dept. heads) ,retrieval date,processing time,feedback then deadline for submission to the top management then BOT.
Have a nice day!
ysabelmicaela04
Dear Leo,
If performance review is not linked with salary review then, what are the various criteria in reviewing salary.
I am working with an IT Firm of 40 employees and I am setting up the systems for this company.so this piece of information will be really helpful
hoping to hear from u
Asha[/quote]
From India, Madras
If performance review is not linked with salary review then, what are the various criteria in reviewing salary.
I am working with an IT Firm of 40 employees and I am setting up the systems for this company.so this piece of information will be really helpful
hoping to hear from u
Asha[/quote]
From India, Madras
PERFORMANCE APPRAISAL
PA can used for a number of purposes.
1.PA is used as a improvement process tool.
HERE you appraise the employee to determine
the current
-strengths
-weaknesses
-skills
-knowledge
-attitude
-abilities
-competence
etc etc
to determine
what is needed to be done to improve the
skills/knowledge etc of the employee , so that
the employee will show improved performance.
2.PA is used as assessment tool to tap/develop the
potential of the employee for
-succession planning
-career planning
-promotions
etc etc
3.When it comes to salary review,
only actual performance against criteria is used,
if applicable such as sales target etc.
IF no criteria has been set up at the start of the period,
you got nothing to measure against.
Also, salaries in india is guided by a number of factors
such as
-cost of living index
-inflation factor
-location factor
-company policy on salary increase guidelines
-allocation of funds in the budgeting process
-maximum / minimum guidelines
and then comes the merit increase.
IF YOU HAVE SET THE PERFORMANCE
STANDARD CRITERIA BEFORE THE START
OF THE PERIOD, THEN YOU APPLY
THE CRITERIA FOR THE MERIT INCREASE.
IF THERE ARE NO PERFORMANCE STANDARD
CRITERIA, THEN THE BOSS USES HIS/HER
GUT FEELINGS.
THAT IS THE REASON, I MADE THE STATEMENT,
PA CAN USED PROVIDED THERE IS STANDARD
CRITERIA SET BEFORE THE PERIOD.
IF YOU WANT, YOU MAY CONSIDER SUCH
FACTORS , which are within the job scope , as
-project completion [ timing]
-project completion [ quality]
-customer satisfaction level
-customer relations
-workload management
-time management
-documentation
-achieving milestones
-initiatives on job
-cost savings
-profit contribution
-problem solving
-absenteeism
-people management
-customer complaint handling
-any exceptional achievements
etc etc
-
hope this is useful to you
regards
LEO LINGHAM
From India, Mumbai
PA can used for a number of purposes.
1.PA is used as a improvement process tool.
HERE you appraise the employee to determine
the current
-strengths
-weaknesses
-skills
-knowledge
-attitude
-abilities
-competence
etc etc
to determine
what is needed to be done to improve the
skills/knowledge etc of the employee , so that
the employee will show improved performance.
2.PA is used as assessment tool to tap/develop the
potential of the employee for
-succession planning
-career planning
-promotions
etc etc
3.When it comes to salary review,
only actual performance against criteria is used,
if applicable such as sales target etc.
IF no criteria has been set up at the start of the period,
you got nothing to measure against.
Also, salaries in india is guided by a number of factors
such as
-cost of living index
-inflation factor
-location factor
-company policy on salary increase guidelines
-allocation of funds in the budgeting process
-maximum / minimum guidelines
and then comes the merit increase.
IF YOU HAVE SET THE PERFORMANCE
STANDARD CRITERIA BEFORE THE START
OF THE PERIOD, THEN YOU APPLY
THE CRITERIA FOR THE MERIT INCREASE.
IF THERE ARE NO PERFORMANCE STANDARD
CRITERIA, THEN THE BOSS USES HIS/HER
GUT FEELINGS.
THAT IS THE REASON, I MADE THE STATEMENT,
PA CAN USED PROVIDED THERE IS STANDARD
CRITERIA SET BEFORE THE PERIOD.
IF YOU WANT, YOU MAY CONSIDER SUCH
FACTORS , which are within the job scope , as
-project completion [ timing]
-project completion [ quality]
-customer satisfaction level
-customer relations
-workload management
-time management
-documentation
-achieving milestones
-initiatives on job
-cost savings
-profit contribution
-problem solving
-absenteeism
-people management
-customer complaint handling
-any exceptional achievements
etc etc
-
hope this is useful to you
regards
LEO LINGHAM
From India, Mumbai
PERFORMANCE APPRAISAL
PA can used for a number of purposes.
1.PA is used as a improvement process tool.
HERE you appraise the employee to determine
the current
-strengths
-weaknesses
-skills
-knowledge
-attitude
-abilities
-competence
etc etc
to determine
what is needed to be done to improve the
skills/knowledge etc of the employee , so that
the employee will show improved performance.
2.PA is used as assessment tool to tap/develop the
potential of the employee for
-succession planning
-career planning
-promotions
etc etc
3.When it comes to salary review,
only actual performance against criteria is used,
if applicable such as sales target etc.
IF no criteria has been set up at the start of the period,
you got nothing to measure against.
Also, salaries in india is guided by a number of factors
such as
-cost of living index
-inflation factor
-location factor
-company policy on salary increase guidelines
-allocation of funds in the budgeting process
-maximum / minimum guidelines
and then comes the merit increase.
IF YOU HAVE SET THE PERFORMANCE
STANDARD CRITERIA BEFORE THE START
OF THE PERIOD, THEN YOU APPLY
THE CRITERIA FOR THE MERIT INCREASE.
IF THERE ARE NO PERFORMANCE STANDARD
CRITERIA, THEN THE BOSS USES HIS/HER
GUT FEELINGS.
THAT IS THE REASON, I MADE THE STATEMENT,
PA CAN USED PROVIDED THERE IS STANDARD
CRITERIA SET BEFORE THE PERIOD.
IF YOU WANT, YOU MAY CONSIDER SUCH
FACTORS , which are within the job scope , as
-project completion [ timing]
-project completion [ quality]
-customer satisfaction level
-customer relations
-workload management
-time management
-documentation
-achieving milestones
-initiatives on job
-cost savings
-profit contribution
-problem solving
-absenteeism
-people management
-customer complaint handling
-any exceptional achievements
etc etc
-
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
PA can used for a number of purposes.
1.PA is used as a improvement process tool.
HERE you appraise the employee to determine
the current
-strengths
-weaknesses
-skills
-knowledge
-attitude
-abilities
-competence
etc etc
to determine
what is needed to be done to improve the
skills/knowledge etc of the employee , so that
the employee will show improved performance.
2.PA is used as assessment tool to tap/develop the
potential of the employee for
-succession planning
-career planning
-promotions
etc etc
3.When it comes to salary review,
only actual performance against criteria is used,
if applicable such as sales target etc.
IF no criteria has been set up at the start of the period,
you got nothing to measure against.
Also, salaries in india is guided by a number of factors
such as
-cost of living index
-inflation factor
-location factor
-company policy on salary increase guidelines
-allocation of funds in the budgeting process
-maximum / minimum guidelines
and then comes the merit increase.
IF YOU HAVE SET THE PERFORMANCE
STANDARD CRITERIA BEFORE THE START
OF THE PERIOD, THEN YOU APPLY
THE CRITERIA FOR THE MERIT INCREASE.
IF THERE ARE NO PERFORMANCE STANDARD
CRITERIA, THEN THE BOSS USES HIS/HER
GUT FEELINGS.
THAT IS THE REASON, I MADE THE STATEMENT,
PA CAN USED PROVIDED THERE IS STANDARD
CRITERIA SET BEFORE THE PERIOD.
IF YOU WANT, YOU MAY CONSIDER SUCH
FACTORS , which are within the job scope , as
-project completion [ timing]
-project completion [ quality]
-customer satisfaction level
-customer relations
-workload management
-time management
-documentation
-achieving milestones
-initiatives on job
-cost savings
-profit contribution
-problem solving
-absenteeism
-people management
-customer complaint handling
-any exceptional achievements
etc etc
-
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Thank You Leo!
Do you have any copies of appraisal policies practiced ..some sample policy model of appraisal it will be a great help for me... Policies which says when is it(appraisal) done, criteria for salary hike , promotion,calculation method etc etc.. As i dont have any prior experience and as I am the only HR personnel in the organisation such sample policy models will help me to carry on my work..
From India, Madras
Do you have any copies of appraisal policies practiced ..some sample policy model of appraisal it will be a great help for me... Policies which says when is it(appraisal) done, criteria for salary hike , promotion,calculation method etc etc.. As i dont have any prior experience and as I am the only HR personnel in the organisation such sample policy models will help me to carry on my work..
From India, Madras
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Performance Review Form - KDCL for year 2010.xls
Performance Review 2008(employee Section).ppt
Performance Review Materials.doc