Utilizing Employee Performance Appraisal Systems optimally?

By: Maj. Gen. B.K. Bhatia
Date: May 24th, 2010

Introduction

are-organizations-utilizing-employee-performance-appraisal-systems-optimallyAn employee performance appraisal process runs a few times during the year. If designed appropriately, significantly more information can be captured and analyzed by organizations. This may require some modifications to the appraisal instrument such that it can be used for employee feedback, self development and studying the rating patterns of supervisors besides a host of other analytics.
What more can be done by organizations in utilizing this important process is a focus of this article.

What most organization currently do!

Employee performance appraisals are generally being used by most organizations to:

  • Evaluate employees contribution to the organization based on the goals assigned to them.
  • Determine employee ranking in terms of ‘Excellent performer’, ‘good performer’, ‘average performer’ and so on.
  • Know the current ratings of an employee in competencies and skills related to their job positions & identify development plans.
  • Capture information about training needs.
  • Finalize incentives such as performance bonus and annual increments.
  • Manage promotions and transfers.
  • Identify succession plans.

Read the rest of this entry »

Posted in:  Employee Appraisals, HR Best Practices | 24 Comments »

Checklist for HR Effectiveness

By: Maj. Gen. B.K. Bhatia
Date: May 21st, 2010

This survey is a self-help tool that can help you gauge the effectiveness of your HR function. The following steps need to be followed to use the tool.

  • Select the size of your organization.
  • Check the statements that you believe are applicable and leave the others blank.
  • Click on the ‘Calculate HR Effectiveness’ button at the bottom of the page. Results would be displayed immediately.

This survey does not record any data and is available when you Click here

Posted in:  HR Best Practices | 7 Comments »

I Interviewed and the Recruiter Won’t Get Back to Me

By: Tushar Bhatia
Date: May 14th, 2010

I recently read a great blog post by Suzanne Lucas at the URL I Interviewed and the Recruiter Won’t Get Back to Me

What Suzanne talks about is the suspense a candidate faces post an interview. In todays job market where jobs are scarce, each person wants to hear the results and then make choices or move forward. Not hearing anything adds to the negativity already present. In Suzanne’s words, there is nothing worse than a silent rejection and it can lead to a bad reputation for the recruiter and your company. Who knows, you may need to talk to the candidate again in the near future! Read the rest of this entry »

Posted in:  HR Best Practices | 4 Comments »

Employee Training: A Management Perspective

By: Maj. Gen. B.K. Bhatia
Date: May 10th, 2010

employee-training-a-management-perspectiveHow does the management view employee training and what do they expect from it? This was a question which intrigued us; we wanted to understand how senior employees looked at the training function from a strategic perspective.

This article captures our discussions with employees in Operations, Management, HR & Training departments. We wanted to understand what companies did post the employee evaluations, during succession planning, manpower planning, recruitment and training budget allocation process.

The rest of the article discusses our approach and insights gained. Read the rest of this entry »

Posted in:  HR Best Practices, HR Technology, Human Resources | 28 Comments »