Dear All,
As there are n number of posts on Performance Appraisal, but can any one guide me with the methodology of appraisal system in a News Channel (Media)with a staff of 250.
What are the systems & procedures to be followed as it would be the first performance appraisal along with increments.As the channel is a new set up.
Please suggest & help
With Regards
Nivedita
From India, Indore
As there are n number of posts on Performance Appraisal, but can any one guide me with the methodology of appraisal system in a News Channel (Media)with a staff of 250.
What are the systems & procedures to be followed as it would be the first performance appraisal along with increments.As the channel is a new set up.
Please suggest & help
With Regards
Nivedita
From India, Indore
Dear Nivedita,
Media house or otherwise, KPI/KRA based performance is always best. The system and procedure is as below:
a) Design KPIs for every single department
b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date of measurement of the performance.
d) Conduct the supplementary training to managers on "How to Conduct Performance Appraisal".
e) Conduct the Performance appraisal. Again fix KRAs for the next financial year.
f) Assess the suitability of PA process. Do some changes if required.
g) Let the cycle go on.
Recently, there was very good discussion titled "PMS for workers". It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I conduct training on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing policy on Employee Performance
i) Conducting training on what is KPI or KRA
j) Conducting training on how to handle PA, how to give feedback etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to train the staffs of your company.
Thanks,
Dinesh V Divekar
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
7736Media house or otherwise, KPI/KRA based performance is always best. The system and procedure is as below:
a) Design KPIs for every single department
b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date of measurement of the performance.
d) Conduct the supplementary training to managers on "How to Conduct Performance Appraisal".
e) Conduct the Performance appraisal. Again fix KRAs for the next financial year.
f) Assess the suitability of PA process. Do some changes if required.
g) Let the cycle go on.
Recently, there was very good discussion titled "PMS for workers". It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I conduct training on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing policy on Employee Performance
i) Conducting training on what is KPI or KRA
j) Conducting training on how to handle PA, how to give feedback etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to train the staffs of your company.
Thanks,
Dinesh V Divekar
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
pls discuss on Inter personal Relationship or Inter personal Skill. If any of our friend is having any ppt or pps pls share it .
From India, Mumbai
From India, Mumbai
[QUOTE=davidtaylor.hrdx;1609343]Hi
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Many thanks for your link. It's so really helpful for me.
Best rgs
From Vietnam, Hai Phong
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Many thanks for your link. It's so really helpful for me.
Best rgs
From Vietnam, Hai Phong
Dear Dinesh;
I wanted your help to built KRAS for Media House , I have been working with automobile Industry but recently i have diversified the field so guide me what & How should i built KRA'S for a Media House ?. Specify with examples so i can understand better.The different departments that i have to deal with is Reporters, Chief Editors, IT Team , Accounts Team and other management staff so i need your help. Kindly revert back on the below contact details.
Cell No. 9426168000
email id: kapadiya_mihir@yahoo.co.in
Regards;
Mihir Kapadia
From India, Rajkot
I wanted your help to built KRAS for Media House , I have been working with automobile Industry but recently i have diversified the field so guide me what & How should i built KRA'S for a Media House ?. Specify with examples so i can understand better.The different departments that i have to deal with is Reporters, Chief Editors, IT Team , Accounts Team and other management staff so i need your help. Kindly revert back on the below contact details.
Cell No. 9426168000
email id: kapadiya_mihir@yahoo.co.in
Regards;
Mihir Kapadia
From India, Rajkot
Hi Mihir,
Your question is exciting and challenging.
To build Performance Measures, be it subjective, or objective, you can refer to the guide here on 15 questions for effective employee evaluation
This will help you. To be more specific, this will be helpful if you are looking at the larger picture of every role and how you can narrow down to their goal.
Good luck
Rajarshi
Grosum
From India, Howrah
Your question is exciting and challenging.
To build Performance Measures, be it subjective, or objective, you can refer to the guide here on 15 questions for effective employee evaluation
This will help you. To be more specific, this will be helpful if you are looking at the larger picture of every role and how you can narrow down to their goal.
Good luck
Rajarshi
Grosum
From India, Howrah
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Performance Appraisal Methods.doc
Methods-of-Perf ormance-Apprais al-2.pdf