The Infra Structure of an organization should be hustle free of external control factors like Nepotism, Favoritism, Polity and Behavior aspects to measure the appraisal perfect. It should be like individual performance of their work playing with a team, it shouldn't be all tortoises put behind all tortoises. The track should be clear for a track run. We recruit with reference but we don’t appraise based on any reference and recommendations
In technology aspects beyond our thinking it is there truly hacking by external sources unknown reasons to think big. It is by employees called colleagues, team themselves delete the crucial models, data and records at the time of appraisal to stop others performance. Company believes when it is only server down. Sometimes organization plan sustainable goals and play with one which can be controlled by management and team.
If it happens constantly to one person it is very easy for identification of heavy team noise and should be trouble - shoot when ticket rose.
On the perspective of employee it is blender mistake of an organization recruiting the employees and putting them in to too much of behavior uncontrolled infrastructure and wasting years of their carrier upscale, letting down from their earlier records, curriculum and by not clearing the noise. There should be in rules and policy of self declaring by administration men and women will not be under any suppression and oppression for any difference. If it continues the office atmosphere would be like politician who are not professional executives doing politics and are giving outputs. Even in constitution politicians are not as executives.
Whatever the noise is, majorly the outcomes are measured, and the appraisals are for execution of office goals and not for personal or external goals. It needs Outcome Reports Vs Reality validation. The gaps are find in other factors like Skills, Behavior, Noise, Cold war’s etc.
1. Possibility of most of the outputs are done with suppression and oppression of so many or one, by all, by the team or group or individual - Suppression and Oppression behavior attitude to be monitored checked and controlled corrected as it affects the quality and time, By over confidence creating misconception that the organization can get 10 percent less quality by then our behavior needs should win. It is like daughter in law should lose ring and son may die
2. Possibility of highly qualified let in the platforms of least outcomes and lower category. Recruitment violations can be checked in booking under recruitment codes, if changed for too much automated mail goes to recruitment officers.
3. Possibility of more outcomes of some will have rank, being less in work monitored but more outcomes in reports through extended supports. This can be known on team shuffling often and checked through PERT reported by informal teams. One can know answers of all tests and can know basic execution, but one should perform equally without support always and let others being fight alone.
Finally,
4. The organization has been given license to increase GNP with GDP with certain ethics. Moral is not for too much of behavior resolutions through Gorilla war and Organizational Violence and its encouragement through appraisals. Every MNC or out sourcing organization set up is like countries recruited fair trial and one should not spoil the spirit of it.
Suggestions and feedback effects
Suggestion, feedbacks are to express the changes needed and like emergency switches but it is leaked very soon and gives opposite effects. Sometimes colleagues want you to work under pressure and get paid least, they don't support the right one for some same behavior nepotism favoritism and corrupted needs or hierarchical suppression they need equally stuffed but shouldn’t compete with them in near future. Treat you like fun to watch walking in fire. Writing steps for wrong answer at book back.
So Direct Interviews and ISO validated feedbacks are necessary in quarterly manners finally with appraisal interviews. Each and every employee has some data. There is occurrence behind scenes of adjusting among hierarchy and they don't support the emerging one. You can observe four top leads split get work from you and get joined in suppressing you at the appraisal times.
There are deals like mutual funds in the style of work ethics and benefited only by them. These also can be controlled by giving importance to middle management and executives. It is not easy to believe emails are blocked written during tough times. Should check the blocked emails by Administrator and validated.
People can get hired externally for behavior goals, most of the worth send off has this reason behind. A country can believe one doesn’t want a particular group at work platforms but that should not be an organizational goal and recruited and team scripted for that.
· It is only by mutual concern can get relieved, relieve that one odd one.
· It is very easy to have spy cameras and change the tender.
· It is very easy to stop communication between soft and hard outputs
· It is easy to underplay a head office allocated job.
· It is very easy to remove one right employee who can make hundreds from you.
· One thing is very simple, always the mass leaders checkers are one who brought that change needed in right time.
IT engineering office management quality ISO Checklist related to Appraisal.
· Mutual policy by organization assuring the protection inside.
· Checklist of External Controls.
· Checklist of Behavior analysis.
· Checklist of Quarterly direct feedbacks and interviews
· Checklist for Woman protection and there can’t be any proof raised without incident closing after an accident
· Recruitment Vs Work Growth report
· Appraisal feedbacks and actions
· Informal reports and actions
· Formal Vs Informal Vs Personal validation Vs behavior Vs outcomes
· Management Committee of all- employees, peers, subordinate, management and administration and their reports validated.
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