Hi,
Kiruthka here, i am working with a It firm, recently joined. I want know what the methods used for performance appraisal in an IT firm. Please let me know what are check list when an employee is appraised. I want to have for all catagories of employees in an IT firm.
Please mail the details to
Thanks & Regards,
Kiruthika. S
From India, Shamli
Kiruthka here, i am working with a It firm, recently joined. I want know what the methods used for performance appraisal in an IT firm. Please let me know what are check list when an employee is appraised. I want to have for all catagories of employees in an IT firm.
Please mail the details to
Thanks & Regards,
Kiruthika. S
From India, Shamli
Hi Kiruthika. S!
Any Performance Appraisal form consists of the following Two Parts.
PART I
In this section the routine aspects, such as attendance/absenteeism, late coming, employee behavior, Alcoholism, etc are taken care of.
PART II
This section actually focuses on the performance. One must remember that this should be in accordance with the MISSION AND VISION as well as the larger interests of the organization.
The components of this form are:-
1 The Targets/Objectives/Goals.
They should be realistic, simple & quantified. The parameters/metrics should be clearly defined. Every Target must have a deadline. Also what’s not mentioned is not done. So take care!
2 The current status or current situation should be mentioned(How Far are you from your goal?)
This should state where exactly does the employee's/team's current position is commensurate to the goals to be achieved. A PEST/SWOT Analysis must be undertaken to reveal the current status and should also take proactive measures to get rid of the problems and weakness through Training, Mentoring, Buddying, etc or any such measure to ensure that the targets are reached (This information should be passed on to the Training Department or the Person in Charge).
3 The phases of the Project/Task(s)/Job
This should be identified and mentioned. Usually the break ups are drawn quarter wise or even on a per month basis.
The Project/Task(s)/Job can be appraised every quarter.
POINT TO REMEMBER:-THE APPRAISAL FORM IS FILLED WITH THE CONSENT/HELP AND IN THE PRESENCE OF THE APPRAISER THE APPRAISED AS WELL AS THE HR DEPARTMENT AT THE BEGINNING OF THE FINANCIAL YEAR(It makes more sense than the calendar year because its easier to link performance to profits)
Depending on what suits your organization you can go in for '360° appraisals', parent child appraisal , or grandfather parent child appraisal.
Happy Appraising!
Regards,
Shyamali
From India, Nasik
15Any Performance Appraisal form consists of the following Two Parts.
PART I
In this section the routine aspects, such as attendance/absenteeism, late coming, employee behavior, Alcoholism, etc are taken care of.
PART II
This section actually focuses on the performance. One must remember that this should be in accordance with the MISSION AND VISION as well as the larger interests of the organization.
The components of this form are:-
1 The Targets/Objectives/Goals.
They should be realistic, simple & quantified. The parameters/metrics should be clearly defined. Every Target must have a deadline. Also what’s not mentioned is not done. So take care!
2 The current status or current situation should be mentioned(How Far are you from your goal?)
This should state where exactly does the employee's/team's current position is commensurate to the goals to be achieved. A PEST/SWOT Analysis must be undertaken to reveal the current status and should also take proactive measures to get rid of the problems and weakness through Training, Mentoring, Buddying, etc or any such measure to ensure that the targets are reached (This information should be passed on to the Training Department or the Person in Charge).
3 The phases of the Project/Task(s)/Job
This should be identified and mentioned. Usually the break ups are drawn quarter wise or even on a per month basis.
The Project/Task(s)/Job can be appraised every quarter.
POINT TO REMEMBER:-THE APPRAISAL FORM IS FILLED WITH THE CONSENT/HELP AND IN THE PRESENCE OF THE APPRAISER THE APPRAISED AS WELL AS THE HR DEPARTMENT AT THE BEGINNING OF THE FINANCIAL YEAR(It makes more sense than the calendar year because its easier to link performance to profits)
Depending on what suits your organization you can go in for '360° appraisals', parent child appraisal , or grandfather parent child appraisal.
Happy Appraising!
Regards,
Shyamali
From India, Nasik
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Performance Appraisal Form for Staff.doc