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Sometimes it is a bit difficult to evaluate the performance employees or direct report if there is no criteria or objectives established by the organization, and I am wondering if there is standard or general criteria that can be used to evaluate the performance direct reports fairly.
The very word 'criteria' is in itself self-explanatory. Performance can only be appraised if there is a 'baseline' to compare to. It should be measurable so that proper evaluation can be taken.
For example, one appraisal criteria for a document controller could be ensuring the turn around for documentation is kept within the contract document control procedure. Within the first 6 months of being hired, the number of mistakes done can be used as a form of evaluation for the next 6 months. If your staff improves, then his performance has improved. But if the number of mistakes is still the same, then he/she has not improved.
So to answer this question, if the question was pertaining to a certain position where there are multiple hires, then yes, standard criteria can be applied as you are comparing apples with apples. Standard criteria for different positions cannot be applied as it will then be comparing apples to oranges.
yes, there are several tool that can be used for the appraisal or assessmentof employees performance. The compay also can make a customed or tailor made tool for the ojective assessmentof the employees performance
Not essential. But performance can be judged by daily monitering,
Personnel's performance can appraise only by individual's practicality. By his work output, efficiency and by his manners.
According to me if an employee is doing something good for an organization,he should be praised in his\\her working floor so he can get more motivation to do more good work for an organzation.
dont appraised him\\her through mail.....
Yes, a personnel can still be appraised based on his attitude towards the Job, his input and availability most when the organization needed him most.
There should be standards in appraising employee's performance. In my view, it is prudent to ensure that there is a clear spelt out Job Discription and performance contract. This will detail what is expected from the employee. These should be agreed on, measurable and easy to track
Of course there is but standard is not nessesarely a good form of evaluation. In my oppinion every job conforms to a spesific but very different set of rules. This means that no two jobs (ie a ganetor compared to a CEO in the same building) will ever be measured and/or can be measured the same.
Every reputed organisation having standard creteria for appraising personnel those excelled in his respective field and outstanding performance which will boost colleques to put their efforts to attract and contribute for the achievement.
Personnel Performance Management is strategic in the sense that it is concerned with the broader issues facing the business if it is to function effective in the environment and with the general direction in which it intends to go to achieve longer term goals.
It is integrated in four senses:
- Vertical integration - Linking or aligning business, team and individual objectives,
- Functional intergration - Linking functional strategies in different parts of the business
- HR integration - Linking different aspects of human resource management, especially organizational development, human resource development and reward to achieve a coherent approach to the management and development of people and
- The integration of Individual Needs - Link to the individual needs with those of the organizationm as fas as this is possible. It is most important with out supporting the individual needs organization objective as a whole cannot be achieved.
The only standard is appraising the perfomance based on the organisations vision and goals. every decision and program that happends within an organisation should translate to where it is heading. Thus in order to appraise the primary issue is setting peromance targets related to the vision and goals of the organisation.
