Every year employees experience an evolution in their past performance. Employees generally see these evaluations as having some direct effect on their work lives. They may result in increased pay, a promotion, or assistance in personal development areas for which the employees needs some training. As a result, any evaluation of employees work can create an emotionally charged event. Because the performance evaluation is not the simple process it once was, it is now more critical to perform one while simultaneously focusing on key activities of the job.
If we want to know how will the employees are doing, we've got to measure their performance-not necessarily an easy task. Many factors go into the performance evaluation process, such as why do we do them, who should be benefited from the evaluation, what type if evaluation should be used, and what problems might be encountered.
Performance management system involves a number of activities. They are more than simply reviewing what an employee has done. These systems must fulfill several purposes. Nearly three decades ago, performance evaluations were designed primarily to tell employees how they had done over a period of time and to let them know what pay raise them would be getting. This was the "feedback" mechanism in place. Although this may have served its purpose then, today there are additional factors that must be addressed. Specifically, performance evaluations should also address development and documentation concerns.
[...] To align people with organizational strategy and values To be perceived as transparent and fair in the process To be oriented to the people development and yet, put the onus of the development on the individual To encourage teamwork and collaboration To create a system of assessment by team rather than individuals To differentiate among team members based on performance and potential To raise the performance bar To show intolerance to mediocrity Key processes of PerfECT: - Performance planning/goal setting -Performance coaching/ half yearly review -Performance review/ annual review -Feedback and consequence management Performance planning/goal settings: Once the business/functional scorecard is frozen, the superior and the employee should meet to clarify expectation from their key customers/stakeholders and each other. [...]
[...] and cheminor drugs LTD have world class expertise in development and manufacturing of organic intermediaries, bulk pharmaceuticals, finished dosages, diagnostics and biotechnology. DRL has already formulated 3 new chemical entities (NCE) with two of them being licensed To Nova Nordisk. In international market the focus areas are Russia, Central Europe, CIS countries, Brazil, China, Middle East, South Africa, and south East Asia. Location DRL was recently restructured into SBU's (Strategy Business Units) as follows 1. SBU bulk activities 2. SBU branded formulations 3. [...]
[...] PerfECT PROCESS IN DRL Performance appraisal in DRL is known as perfECT, which means Performance Enhancing and Coaching Tool. The process of perfect in DRL is as below: 1. Preamble: The ‘Performance Enhancement and Coaching Tool' (PerfECT) is to guide employees at each phase of Performance Management-Performance Planning (Goal Setting), Performance Coaching, Performance Review and Feedback and Consequence Management-in order to built a high performing and learning organization. This tool requires the supervisors/ reviewers to be true to the ethics of fairness, truth and integrity while facilitating the system. [...]
[...] 23) Do you think that the self appraisal in Performance Review is required in the process? (a)Yes No [ ] S.NO OPTIONS NO.OF RESPONDENTS PERCENTAGE INTERPRETATION: From the above table it is inferred that 17 members feel that self appraisal in Performance Review is required where as 5 members think that self appraisal is not required in Performance Review process. 24) Is the PERFECT process of performance appraisal in Dr.Reddy's up to your expectations? (a)Yes No [ ] S.NO OPTIONS NO.OF RESPONDENTS PERCENTAGE INTERPRETATION: From the above table it is inferred that 11 members feel that PERFECT process of Performance Appraisal is up to their expectation where as 11 members feel that PERFECT process is not up to their expectation. [...]
[...] Rating of performance appraisal means evaluating employee or group performance a against the standards in an employee's performance plan and assigning a suitable rating of rating of records .the rating of record is assigned according to presses include d in the organization s appraisal program .it is based on what has been performed during an entire appraisal period. The rating of record will be bearing on various other personal actions, such as granting with pay increase and determining additional retention service. [...]
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