Dear Friends,
We conduct performance appraisals twice a year. Mid term appraisals in the month of October and final in April. We conduct the appraisals with the manager and his junior sitting together face to face and having a discussion about the past performance and the future plan of action.
This year I am in a dilemma. In the month of June and July we had a lot of internal transfer of managers.
My problem is, how do I go about conducting the appraisals of the managers who have been transferred. Please let me know what is the norm in other companies in such a scenario.
Please help.
Regards,
Kuntal
From India, Mumbai
64We conduct performance appraisals twice a year. Mid term appraisals in the month of October and final in April. We conduct the appraisals with the manager and his junior sitting together face to face and having a discussion about the past performance and the future plan of action.
This year I am in a dilemma. In the month of June and July we had a lot of internal transfer of managers.
My problem is, how do I go about conducting the appraisals of the managers who have been transferred. Please let me know what is the norm in other companies in such a scenario.
Please help.
Regards,
Kuntal
From India, Mumbai
Dear Kuntal,
Greeting for the day!
It is so imple..why dont you apply 360 degree appraisal
you can easily appraise their performance with the help of their subordinate & reporting manager
After that you can analyise their target achievement
It will becom easier for you i must say.
From India, New Delhi
Greeting for the day!
It is so imple..why dont you apply 360 degree appraisal
you can easily appraise their performance with the help of their subordinate & reporting manager
After that you can analyise their target achievement
It will becom easier for you i must say.
From India, New Delhi
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Performance Appraisal Form for Staff.doc