Hi Everyone,
I would need your advise on Performance Management Process..
Could you please suggest that how is it generally done in your organization? viz if appraisal forms are used then how do you ensure that rating biases are rationalized? Also, how can we ensure that people with varying level of work(simple to difficult) are rationally categorized
Also, for the people where performance cannot be measured in numbers then how do you account for Soft skills part? as then the judgement is quite subjective?
Another thing to add on - how are the grades and promotions managed?
Lot more questions.. but would appreciate your answers..I shall look forward to your response.
Regards,
N.Sharma
From India, Chandigarh
I would need your advise on Performance Management Process..
Could you please suggest that how is it generally done in your organization? viz if appraisal forms are used then how do you ensure that rating biases are rationalized? Also, how can we ensure that people with varying level of work(simple to difficult) are rationally categorized
Also, for the people where performance cannot be measured in numbers then how do you account for Soft skills part? as then the judgement is quite subjective?
Another thing to add on - how are the grades and promotions managed?
Lot more questions.. but would appreciate your answers..I shall look forward to your response.
Regards,
N.Sharma
From India, Chandigarh
Fairness of Appraisal System is based on the following:
* In depth understanding & awareness of the appraisal form(s) & rating mechanism(s), especially of the managers who appraise their subordinates.
* On line help to understand the meaning of various attributes/ competencies/ skills etc.. for which ratings are given.
* Detailed description of each step on the rating scale. On a scale of 1 to 5, it should be clearly defined who can be rated 1 (lowest) and so on..
* Well defined KRAs & KPIs for each employee. This exercise has to be completed well before the next appraisal year.
* Goal - based evaluation with on-line tracking of periodic achievements for each goal/ KRA.
* A mechanism to maintain counseling records so that all counselings for improvement given by the manager (based on performance) are viewable by the employee as well as manager at all times.
* A suitable mechanism for normalization (by the management) of employee ratings across the company so that the employees rated low by harsh/ high by lenient managers do not lose/ gain compared to others rated by managers who understand & ensure normal distribution of ratings.
* Above all, continuous & repeated training of all reporting managers on 'how to fill in the appraisal form' should be a mandatory exercise done every year, especially before the appraisal process is launched. Without such an effort by the HR, objectivity & fairness is seldom ensured.
Enough more information is available in the articles published in the blog 'Talent Junction' or on the website of 'EmpXtrack'.
From India, Delhi
455* In depth understanding & awareness of the appraisal form(s) & rating mechanism(s), especially of the managers who appraise their subordinates.
* On line help to understand the meaning of various attributes/ competencies/ skills etc.. for which ratings are given.
* Detailed description of each step on the rating scale. On a scale of 1 to 5, it should be clearly defined who can be rated 1 (lowest) and so on..
* Well defined KRAs & KPIs for each employee. This exercise has to be completed well before the next appraisal year.
* Goal - based evaluation with on-line tracking of periodic achievements for each goal/ KRA.
* A mechanism to maintain counseling records so that all counselings for improvement given by the manager (based on performance) are viewable by the employee as well as manager at all times.
* A suitable mechanism for normalization (by the management) of employee ratings across the company so that the employees rated low by harsh/ high by lenient managers do not lose/ gain compared to others rated by managers who understand & ensure normal distribution of ratings.
* Above all, continuous & repeated training of all reporting managers on 'how to fill in the appraisal form' should be a mandatory exercise done every year, especially before the appraisal process is launched. Without such an effort by the HR, objectivity & fairness is seldom ensured.
Enough more information is available in the articles published in the blog 'Talent Junction' or on the website of 'EmpXtrack'.
From India, Delhi
Dear Mr N Sharma,
You have so many queries about Performance Management System (PMS) and Performance Appraisal also (PA). You may call me on my mobile No. Before you call me you may click here and refer my reply to past post.
Thanks,
Dinesh V Divekar
From India, Bangalore
You have so many queries about Performance Management System (PMS) and Performance Appraisal also (PA). You may call me on my mobile No. Before you call me you may click here and refer my reply to past post.
Thanks,
Dinesh V Divekar
From India, Bangalore
You are welcome to read my article on 'Normalization' after searching for the same (through Google search) in the blog 'Talent Junction' or on the website of 'EmpXtrack'.
I presume you like to put in effort & not ask for details without using the references already provided. If, however, you are not clear about some portions of the article, you can always raise specific queries. I don't believe in spoon feeding since it does not contribute to learning..
From India, Delhi
I presume you like to put in effort & not ask for details without using the references already provided. If, however, you are not clear about some portions of the article, you can always raise specific queries. I don't believe in spoon feeding since it does not contribute to learning..
From India, Delhi
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Employee Appraisal Form new.doc