Appraisals is the Evaluation report by an organization based on the past year work performance and expecting your role in the future. it is mostly 360 degree appraisal with performance evaluations, Peers review subordinate, internal & external members involved in it with consolidated feedbacks.
We can categorize these appraisal conclusions as High, Moderate and Least performance employees.
Nowadays appraisal have final track runs in last month which is very false move proven altogether the whole appraisal plan collapsed like a culprit out to collapse evidence or keep false evidence. In rational decision making it is already decided there should be a quarterly review for each employee. Appraisal is to share success and evaluate failures. It is not economical move bargaining to take the least moment for least values.
Therefore I additionally add there should be a post evaluation after receiving appraisal feed backs to align everything well in an organization within a stipulated time.
There are two types of Appraisals are Type A and Appraisal Type B
Type A - Qualified for promotions and hike salaries
Type B - Not qualified for Promotions but moderate and less hike leading exit.
Here we should have initial screening of finalizing Qualified and Moderate employee list after the appraisal report received from the team. The Administration should have the Final touch up reports like as built in.
Rules:
1. You should not put the economic crisis to an employee performance
2. Recession count down and norms has no role in performance and appraisals. It is like you should not treat a patient with fluid at high fever or left a patient untreated or a family doctor left others well out.
3. Appraisal should have a rational decision putting proper inputs like inputs, performance outputs, behavior, skills, quality, ability, capability, responsibility, uniqueness needed and experience needed, and environmental goals
4. Grounds of employee and Output should have ratio which doesn’t affect others.
5. You should not take control of employee by job and salaries to a restricting life.
6. Security is evaluated through appraisal by every employee.
7. Qualification Vs Performance should have some ratio that doesn’t affect least qualified with good performance
8. Position vs. Performance should have some ratio that doesn’t over burden others.
Here is the Supplement values added for moderate hike employees.
After appraisal we will find normally noise in the team and to be considered. It requires massive treatments and supplements.
Types of errors in evaluations observed during every Appraisal.
Qualified in Non qualified list
Non Qualified in Qualified list
Qualified person in Type A with heavy hike
Perfectly Promoted hike Person in Type A
Qualified with dissatisfied Hike in Type A
Moderate Qualified person in Type B with heavy hike
Perfectly Promoted hike Person in Type B
Moderate Qualified with dissatisfied Hike in Type B
Exit list Analysis
All this errors should be fixed in a soon manner and an employee should not wait for next appraisal after two years or in between recessions. Today man power is like SIM card recharge we should know to recharge properly for user friendly and easy mobilization with good outputs.
Needs for post appraisal review and its process- AQRA
Appraisal Quality Report and Actions.
In current days, employees are not bothering for negative appraisals. There are two reasons, the opportunities are wider now and the second one they learnt to work like water in lotus leaf and prepared to the situation at those moments and grab the comfort. In between few feel the administrative trends are most common happening everywhere. Some others have the concept in their minds the administrative arena is different and we are accessing as we could. Few other employees do not persist, tolerate to the corporate sketch and modern art of them in the year since they believe the outer world is wide bigger than the Office. Few plan to move, move and move.
But I feel there should be a post analysis to frame as AQRA - APPRAISAL QUALITY REPORT AND ACTIONS which is eventually needed to find the process and system of appraisal and its validity. Every single amount of an employee should not be in Gandhi's account. The participative management involved in the organizational scenario should have values at the end. Nearly one in thousand lose hope of life during tough appraisal times and ten percent works de motivated, by then nearly five percent change their trends and five percent change their platforms of same work.
Hence I request the need of action plans in appraisal reports for
That one person who lose hope of life and the one right person with perfect HRA skills and behavior cornered for any difference.
If we don't react for negative appraisals by our own moves, it will be evidence of records of our ability, capability and behaviors may have possibility to legitimize in near and far future in random probability of life situations or it may be like accepting our self through a slow conspiracy planned and executed well.
We should be alert on fake evidence or collapsed evidence
We should have some performance calculation plans
Money is not much important but calculations are important
Values have some values.
Too much of canteen food is not good or too much of home food is not good it should have a complete valued food.
While occupying much time of employee organization should go on with security and health goals
Different culture department should not be mingled
Should know to work like plains than dead volcano active volcano and tourist hills.
Time slots vs HR recruitment should have weekly reports is a basis
It is not making a production unit captured and watching wild life
Innovation, Creativity Responsibility , Productivity and Quality are long term goals
Rich or Poor the tools are same and it needs after treatment. Learn to climb Ladder.
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