HRM Index

Hi Friends

sharing Performance Appraisal Form Junior Level Staffs

Adab

Hi there,

I looked at your performance appraisal form and I was quite impressed by its content
but I have the following observations.

even though your appraisal has a rating system but its not tied to any bonus i.e if I score 150 % out total of 200% as per your rating scale what is the increment am getting and how much bonus is the employee entitled to

even though you have set of competencies for employees to be evaluated against but your performance appraisal does not rate employee according to his annual acheivement
i.e. there are no set of objectives defined for the employee to be evaluated against it,

Even though you have an area where the appraisor identifies the training requirment I think it should be a 2 way evaluation by both appraisor & Appraisee
and the training requiment can be easily done when you have set of objectives to be acheived this way it is easy to detect where the weekness is

You performance appraisal form is also used to evaluate newly employee people i.e. probation form. I think a probation report should be different from performance appraisal even though the content can be same i.e. set of competencies yet its different

I think you need a seporate form for probation evaluation/ report.

Hi,
I working with a welknown Transport company i am diong performance apprisal in my company top to low catagery employee. Pls, send some idea to me i wait for u r reply:

Hi there ,
The most effective Performance appraisal evaluation method and agreed by most industries is By Objective. Assuming that your employees have Job Descriptions which is a starting Point and your company has annual set objective for each division.
1.Using the Job Description & Annual Objectives outline what are the employees annual objectives
2.You need to have agreed overall organization competence that suite the industry your in to evaluate employees on i.e. (Time Management, Communication, Decision Making, Project Management, Leadership, emotional intelligence, safety & security, customer service
3.Create a scale where you competence can be tied to a reward system to give employee increments and bonus and promotions
4.Ensure that with objectives set there are training and development
5.Ensure that you have a periodical evaluation on these performances quarterly or half yearly evaluation – this help you address concerns and deal with problems before end of the year.
6.Consider having different levels of competences to cover all levels of your organization
If you require help in developing performance appraisal for your organization. Don’t hesitate to contact me, ensure when you do that to give me full background on your organization to have a better understanding to your industry.
Regards

Hi All,

can u somebody help me regarding Performance Appraisal.. i am new on this filed -

Definition / Meaning / aim / objective / methods and interview questions for HR process.

Regards,

Gopal