Dear all,
People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance
So create a policy to your golden employees and improve theirs quality.
K.Kottairaj
Executive - HR
ARL Chennai.
From India, Madras
9People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance
So create a policy to your golden employees and improve theirs quality.
K.Kottairaj
Executive - HR
ARL Chennai.
From India, Madras
Dear Kottairaj, i beg to differ The solution is competence mapping not the one you have suggested. Am Certified Performance & Competence Developer from CAMI.
From India, Delhi
From India, Delhi
HI friends Need Help my friend joined in a company recently. He has to prepare appraisal policy for employees. So can any one help in preparing the framework of appraisal.... Plz give ur valuable suggestions.. Waitng for ur reply... ASAP
From India
From India
Hi!
There are so many views and opinions on performance appraisals.
But, the true performance appraisal should only be an "assessment of actual performance within a specified period" and nothing else. Better, it should be an assessment of the pre-agreed performance objectives/ targets set at the beginning of the performance period.
Performance Appraisal should never be linked to the assessment of "potentials" (or capabilities) because potentials are never performed. Employees can have all the best potentials (or even competencies) but he may not be able to perform outstandingly because of many , factors.....like a bad or negative attitude or resentment towards the company.
The Performance Management Policy should provide a very clear guideline on its implementation and results interpretation to eliminante confusion and post implementation problems.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
There are so many views and opinions on performance appraisals.
But, the true performance appraisal should only be an "assessment of actual performance within a specified period" and nothing else. Better, it should be an assessment of the pre-agreed performance objectives/ targets set at the beginning of the performance period.
Performance Appraisal should never be linked to the assessment of "potentials" (or capabilities) because potentials are never performed. Employees can have all the best potentials (or even competencies) but he may not be able to perform outstandingly because of many , factors.....like a bad or negative attitude or resentment towards the company.
The Performance Management Policy should provide a very clear guideline on its implementation and results interpretation to eliminante confusion and post implementation problems.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
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Using Performance Appraisals to.doc
Basics of Performance Appraisals.pdf