APPRAISAL FAUX PAS

The Time Assent news dated on..18/01

Presented by Ajit Kumar PGFA 1004

Performance appraisal is a major component in organization, not only in terms of measuring the output but also increasing the motivation, skill, and productivity of an individual More importantly retention of an employee as a human capital for long run of organization.

There has been a lot of uncertainty in the industry about whether performance appraisals are really helpful. whether it should be revised or not, as there are some problems lie in this system. One of the main problem arises when one has to deal with an incapable appraiser. The human element behind the process makes all the difference. Vishal Chhiber, director, HR, Kelly Services India, says, The mantra for the assessors should be assessing the behavior and not the person, If you want to assess the person, call it person appraisal . Performance appraisals should be done on the basis of the output. Although personal characteristics do contribute to the performance, they do not contribute to the actual output.

Hemant Behal, senior VP, group HR, RPG Enterprises, says, Improper goal-setting can develop into another shortcoming. The goalgoals of the business and functional goals of a team should be aligned. The KRA should be well defined and if it is not completed, reasons for failure should be sought. The process should rate employees not only on the basis of their performance during the last performance cycle, which is an evaluation of their KRAs, but also their potential to perform and take up a role at least two levels above their current level. This keeps alive a culture of developing a leadership pool within the organization.

Another problem can be the lack of transparency. The final document submitted to HR, post the appraisal discussion should be signed off by both - the manager and employee. It is vital for the process to be transparent, so that the employee knows where he/she stands and in which areas he/she can improve. Employees should be given enough time to prepare, @least 10 to 15 days to prepare his/her report. Appraisal methodology or process may differ organization to organization, but it should be emphasized, how it runs- It helps to runsanalyze his/her achievements and evaluate his/her contribution towards the achievements of the overall organizational goals.

THANK YOU!