This document outlines a performance appraisal model and process for staff in the service sector. It includes sections on service sectors in India, key elements of effective performance management, types of appraisals, factors affecting appraisals, approaches to appraisals, and benefits of successful appraisals for the organization, appraiser, and appraisee. The model rates staff on characteristics and calculates overall performance scores, with grading of the scores. It also includes sections for reviewing an appraisee's strengths, areas for improvement, growth and development plans, and achievements.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Corporate level strategies are basically about the choice of direction that a firm adopts in order to achieve its objectives.
Corporate strategy is essentially a blueprint for the growth of the firm.
The corporate strategy sets the overall direction for the organization to follow.
It also spells out the extent, pace and timing of the firm’s growth.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
Basic of Performance Evaluation & Development processNatwar Sharma
The success of an organization will depends on its ability to measure accurately the performance of their employees and use it persuasively to develop them as valuable resources.
The Performance Evaluation & Development process aims at being more than a mere tool to evaluate performance and focuses on professional performance development.
Corporate level strategies are basically about the choice of direction that a firm adopts in order to achieve its objectives.
Corporate strategy is essentially a blueprint for the growth of the firm.
The corporate strategy sets the overall direction for the organization to follow.
It also spells out the extent, pace and timing of the firm’s growth.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
Basic of Performance Evaluation & Development processNatwar Sharma
The success of an organization will depends on its ability to measure accurately the performance of their employees and use it persuasively to develop them as valuable resources.
The Performance Evaluation & Development process aims at being more than a mere tool to evaluate performance and focuses on professional performance development.
This presentation was given by Paul Erricker at the APM Education Forum 2014. The presentation covers what competences are, how industry defines and assesses them, which competences are in demand in industry and an example of a programme preparing students to move into employment and hit the ground running.
2. SERVICE SECTORS IN INDIA
TRADE, HOTELS AND RESTAURANTS
TRADE
HOTELS AND RESTAURANTS
TRANSPORT, STORAGE AND COMMUNICATION
RAILWAYS
TRANSPORT BY OTHER MEANS
STORAGE
COMMUNICATION
FINANCING, INSURANCE, REAL ESTATE AND BUSINESS SERVICES
BANKING AND INSURANCE
REAL ESTATE, QWNERSHIP OF DWELLINGS AND BUSINESS SERVICES
COMMUNITY, SOCIAL AND PERSONAL SERVICES
PUBLIC ADMINSITRATION AND DEFENCE ( PA & D )
3. KEY ELEMENTS IN EFFECTIVE
PERFORMANCE MANAGEMENT
PEOPLE MANAGEMENT CAPABILITY
MOTIVATION
MEASUREMENT AND REWARDS
ROLE OF HR PROFESSIONALS
LEARNING ORGANIZATION
CULTURE AND CLARITY OF PURPOSE
8. BENEFITS FOR ORGANIZATION
EFFECTIVE COMMUNICATION ON ORGANIZATIONS OBJECTIVES AND
VALUES
INCREASED LOYALTY AND WORKING TOGETHER AMONG EMPLOYEES
MANAGERS ARE BETTER EQUIPPED TO USE THEIR LEADERSHIP SKILLS
AND TO DEVELOP THEIR STAFF
IMPROVED OVER VIEW OF TASK PERFORMED BY EACH MEMBER OF A
GROUP.
IDENTIFICATION OF IDEAS FOR IMPROVEMENT.
DEVELOPMENT OF TRAINING AND LONG TERM VIEWS.
COMMUNICATION TO PERSONNEL THAT THEY ARE VALUED.
9. BENEFITS FOR APPRAISER
– 1. OPPORTUNITY TO DEVELOP AND OVER VIEW OF INDIVIDUAL
JOBS.
– 2. IDENTIFICATION OF TASKS/ AREAS FOR IMPROVEMENTS.
– 3. INCREASED JOB SATISFACTION AND SENSE OF PERSONAL
VALUE
– 4. OPPORTUNITY TO REPRIORITIZE TARGETS.
– 5. OPPORTUNITY TO LINK TEAM AND INDIVIDUAL OBJECTIVES.
– 6. OPPORTUNITY TO CLARIFY THE EXPECTATIONS THE TEAM
LEADER AS FROM THEM
10. BENEFITS FOR APPRAISE
– 1. Increase the levels of motivation and job satisfaction
– 2. Increased sense of personal value.
– 3. Clear understanding of what is expected and what needs to be do9ne
to meet expectations.
– 4. Opportunity to discuss work problems and how they overcome.
– 5. Improved working relationships with the manager.
– 6. Opportunity to discuss aspirations and any guidance, support or
training needed to fill these aspirations.
11. MODEL USED FOR PERFORMANCE
APPRAISAL IN SERVICE INDUSTRY
For : Staff
Name of Appraisee: ________________________
Designation: ______________
Department: ______________
Service Start Date: _____________________
Appraisal Period From: ___________ to ___________
Purpose of Review: Confirmation
Annual Review
Name and Designation of Appraiser:________________________________
Nature of Relationship: _________________________________________
12. RATING: PERFORMANCE FOR EACH CATEGORY IS GRADED INTO THE
FOLLOWING :-
OUTSTANDING: 5 POINTS PERFORMANCE IS EXCEPTIONAL AND FAR
EXCEEDS
EXPECTATIONS. CONSISTENTLY EXCELLENT STANDARDS.
VERY GOOD: 4 POINTS PERFORMANCE IS CONSISTENT AND EXCEEDS
EXPECTATIONS.
GOOD: 3 POINTS PERFORMANCE IS CONSISTENT. CLEARLY MEETS JOB
REQUIREMENTS.
FAIR: 2 POINTS PERFORMANCE IS SATISFACTORY. MEETS MINIMUM
REQUIREMENTS OF THE JOB.
NEEDS IMPROVEMENT: 1 POINT PERFORMANCE IS INCONSISTENT.
MEETS REQUIREMENTS OF THE JOB OCCASIONALLY.
UNSATISFACTORY: 0 POINT PERFORMANCE DOES NOT MEET MINIMUM
REQUIREMENTS OF THE JOB.
13. CHARACTERISTICS
– ADAPTABLE AND WILLING TO ACCEPT NEW
RESPONSIBILITIES
– TRUSTWORTHY, RESPONSIBLE AND RELIABLE
– ABLE TO WORK WITH LIMITED SUPERVISION
– PUNTUAL
– GOOD ATTENDANCE
– FOLLOWS INSTRUCTIONS TO THE SATISFACTION OF
SUPERIORS
– AIMS TO DEVELOP GOOD RELATIONS WITH INTERNAL AND
EXTERNAL CUSTOMERS
– ABLE AND WILLING TO WORK EFFECTIVELY WITH OTHERS
IN A TEAM
– COMMUNICATES EFFECTIVELY TO SHARE INFORMATION
AND/OR SKILLS WITH COLLEAGUES
– USES PRACTICES THAT SAVE COMPANY RESOURCES AND
MINIMIZE WASTAGE
– DISPLAYS COMMITMENT TO WORK
– PLANS AND ORGANIZES WORK EFFECTIVELY
– SENSE OF URGENCY IN ACTING ON WORK
MATTERS
– DISPLAYS A WILLINGNESS TO LEARN
– CAREFUL WITH WORK PERFORMED
– ABLE TO HANDLE A REASONABLE VOLUME OF
WORK
– CONTINUALLY IMPROVE IN PROCESSES AND WORK
METHODS
– RESOLVE PROBLEMS RELATED TO WORK
– HANLDES PROBLEM SITUATION EFFECTIVELY
– POSITIVE ROLE MODEL
– EFFECTIVELY SUPERVISESWORK OF
SUBORDINATES
– TECHNICALLY SOUND
15. GRADING
90%- 100% : Outstanding - Performance is exceptional and far exceeds expectations.
Consistently demonstrates excellent standards in all job requirements.
76%-89% : Very Good - Performance is consistent, and exceeds expectations in all
situations.
60%-75% : Good - Performance is consistent. Clearly meets essential requirements of
job.
45%-59% : Fair - Performance is satisfactory. Meets requirements of the job.
31%-44% : Needs Improvement- Performance is inconsistent. Meets requirements of
the job occasionally. Supervision and training is required for most problem areas.
0%-30% : Unsatisfactory - Performance does not meet the minimum requirements of
the job.
16. GROWTH AND
DEVELOPMENT
– APPRAISEE’S STRENGTHS
– AREAS FOR IMPROVEMENT
– WHAT SPECIFIC PLANS OF ACTION, INCLUDING
TRAINING, WILL BE TAKEN TO HELP THE APPRAISEE
IN THEIR CURRENT JOB OR FOR POSSIBLE
ADVANCEMENT IN THE COMPANY?