Dear Group Members,
I am currently working with an IT company which is having strength of around 250 employees. Any individual employee here is not assigned to any particular manager and project manager is assigned as manager for the duration they are associated on the project. The resource movement is very frequent and usually an employee works with a project manager for not more than 3-4 months. In such situation what could be the best way to design a performance appraisal system.
Thanks & Regards
Roshi
From India, Bhopal
I am currently working with an IT company which is having strength of around 250 employees. Any individual employee here is not assigned to any particular manager and project manager is assigned as manager for the duration they are associated on the project. The resource movement is very frequent and usually an employee works with a project manager for not more than 3-4 months. In such situation what could be the best way to design a performance appraisal system.
Thanks & Regards
Roshi
From India, Bhopal
Dear Roshi,
It appears that your major problem is not Performance Appraisal but employee attrition. Your second problem could be faulty organisation structure. Employee turnaround could be because of many reasons and one of them could be no proper measurement of the work done. When you quantify the work, it helps you in segregating the poor performers from the excellent performance. But for this you need to study systems and processes of each department and then design the KPIs.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
In the above link, you will get further links. I request you to go through each link patiently and possibly you may understand how lack of proper work measurement impacting your organisation.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh V Divekar
From India, Bangalore
7736It appears that your major problem is not Performance Appraisal but employee attrition. Your second problem could be faulty organisation structure. Employee turnaround could be because of many reasons and one of them could be no proper measurement of the work done. When you quantify the work, it helps you in segregating the poor performers from the excellent performance. But for this you need to study systems and processes of each department and then design the KPIs.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
In the above link, you will get further links. I request you to go through each link patiently and possibly you may understand how lack of proper work measurement impacting your organisation.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh V Divekar
From India, Bangalore
Even IT companies of the size - 50 employees prefer today the on-line approach since managing performance, when there are multiple reporting managers during the year, is a complex task, both in terms of data collection & objective reporting.
You can, perhaps, choose any of the approaches suggested by me and try out the same manually. May be it works if you can manage the process with the help of your staff ! What more may I advice with my 4 decades of experience? Good luck.
From India, Delhi
You can, perhaps, choose any of the approaches suggested by me and try out the same manually. May be it works if you can manage the process with the help of your staff ! What more may I advice with my 4 decades of experience? Good luck.
From India, Delhi
Hi Roshi,
Since you say that any employee stays on a project for only 3 to 4 months there has to be a log created on every employee involved in a project by the time of its completion. This log, in our opinion must be synchronized with the performance appraisal that happens annually to determine increments based on performance. The project manager who is managing the employee at that point in time must have access to the previous logs in coordination with the HR department.
As usual performance appraisals have both the self-appraisal part as well as the supervisor's appraisal.
trust this helps
From India, Madras
Since you say that any employee stays on a project for only 3 to 4 months there has to be a log created on every employee involved in a project by the time of its completion. This log, in our opinion must be synchronized with the performance appraisal that happens annually to determine increments based on performance. The project manager who is managing the employee at that point in time must have access to the previous logs in coordination with the HR department.
As usual performance appraisals have both the self-appraisal part as well as the supervisor's appraisal.
trust this helps
From India, Madras
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Training-develo pment-performan ce-appraisal.pp t
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