Validation of employees Qualified or Moderate is not the process involved in a month of appraisal review, it is based on the daily report, Weekly report closing, monthly reviews, Quarterly analyze and half yearly Evaluation. It involves Past history, Informal data, Formal reports, project feed backs, training feed backs, Personal curriculum and employee feedbacks. Organizational behavior set of the employee is collected by the administration and Evaluated in the desk prepared.
It is not based on clearing current noise in the team like spot rectify than a design analyze of the system. It should have collective data. Here is the tool of giving a basic information to and attributes need to informal team and validated with outputs by HRA. Validation period is important and it is not yearly process but termly.
The set of data sheet always be presented by HR team of an employee are,
Personal skills like decision making, leading, coordination, training, communication presentable etc. - Personal skill set
Curriculum value and real Experience value - Personal skill set
HRA skill set suitable to current trends & needs and past history - Management Skill Set
The current outcomes validated - Management Skill Set
Getting trained and can get outcomes - Management Skill Set
Behavior moves related to production, personal and other irrelevant grouping - Organizational skill set
Informal monthly review - Organizational skill set
Formal monthly review - Management skill set
Time vs Cost vs Outcomes vs Quality- vs Personal skill Vs Organizational behavior – Total Skill set
Anyhow the Current year outcomes provide you 75 percent credit in appraisal and others being 25 percent. There is also one thing notable you have got some X value, you are appraised X+15 percent in the same platform for long term but you can get X+30 percent for long term in other platforms which is a self appraisal and data collection of existing trends. For right HRA skill met with current trends, the organization should also have the same data with a vision.
Informal management Evaluation and validation
Pert is the costlier system to get 100 percent result but can be used when needed. It needs day to day pressure analysis inside production set up to analyze the characteristics of human attributes again becomes cofound variable and hidden trauma. It needs detailed network of employees who have such skill and a perspective person to give reports about noise, suppression, oppressions, domination, hierarchy, sophistication, particularize nepotism etc. inside the teams in weekly reports. It doesn’t mean easy lose talk and moving person but a Perspective and qualified person for proper data with analysis. One can avoid natural grouping which affects quality time than an organizational team. You can then separate behavior errors, management errors, organizational errors, and HRA deficiency.
In the name of outcomes and team adherence, whatever the unwanted attribute their can’t be it ended well like grooming one sophisticated person inside for employees behavior greed to suppress the other or to get personal needs. Then it needs no evaluation, interviews etc. and its Social ethical responsibility of Administration.
Formal Evaluation and Validation
Formal Evaluation starts from Training feedbacks, Project feed backs, Weekly reports, personal feed backs, Monthly work progress, Outcomes evaluation, Appraisal evaluation, Self appraisal, Tests etc. added with Peer reviews, Subordinate reviews, Team feed backs, External reviews etc.. Through these you can’t get exactly hierarchical suppression of equally talented, managerial redirect, team oppressions, Women underplay etc and hence it needs again personal interview with administration of each individual employee formally and informally validating them with the data collected termly.
Men or Women no employees exist in office are not like recruited to nourish well as such Lux Legend, An office should not be pure NGO. An office should not be medicine center for any group extreme thoughts remedial measures. It is not platform for Chandramukhi film Psychological remedies for anybody.
When you have measures to scale the time a common factor, you should have measures to measure behavior, suppression, oppressions which is a major factor. By having all this you can do a project and get outcomes with sixty percent quality but by addressing and trouble shooting them gradually you can achieve your goal quickly and be successful with more than 90 percent validity.
Now we have got ninety five percent perfect report basics of Qualified and Moderate employees and to follow Step 1 and step 2 appraisal methods
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