I heard there is a trend of rating 125% as commendable equivalent alpha rating and similar way 150% for outstanding.
My question
1. Is this the trend now?
2. Seems Mathematically not correct...
Thank you in advance for your comments
From India, Tikri
My question
1. Is this the trend now?
2. Seems Mathematically not correct...
Thank you in advance for your comments
From India, Tikri
Dear Siva,
Every company has their own way of working. Basic idea is to design various performance slabs. Quantification of performance slabs like:
> 85%
75-85%
65-75%
These slabs better than subjective rating slabs like Excellent, Very Good, Good etc. The latter has scope for manipulation than former. As far as adding extra weight to the higher slabs is concerned, I do not think it will bring any significant change.
Essence of Performance Management System (PMS) lies in giving primacy to the organisation performance, identification of costs or ratios associated with the business and assigning those to the respective HODs. HR or company's leadership may
pull a rabbit out of their hat but at the same time they have to make sure that principles of PMS are not diluted in any way.
Thanks,
Dinesh Divekar
From India, Bangalore
7736Every company has their own way of working. Basic idea is to design various performance slabs. Quantification of performance slabs like:
> 85%
75-85%
65-75%
These slabs better than subjective rating slabs like Excellent, Very Good, Good etc. The latter has scope for manipulation than former. As far as adding extra weight to the higher slabs is concerned, I do not think it will bring any significant change.
Essence of Performance Management System (PMS) lies in giving primacy to the organisation performance, identification of costs or ratios associated with the business and assigning those to the respective HODs. HR or company's leadership may
pull a rabbit out of their hat but at the same time they have to make sure that principles of PMS are not diluted in any way.
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Appraisal Form for Staff.doc