However other approaches may also be used so that "the evaluator" could be a panel of managers, an employee's peer, subordinate, customers or any person the
appraisee interacts with.
It required the employees and their reporting officers to plan the performance of the
appraisee in the beginning of the year, review it after six months with the superior and analyse the factors affecting the performance, discuss developmental needs, have performance counselling and share the rating with the
appraisee.
Beyond the online module, Genpact continues the earlier system of an annual discussion between
appraisee and his supervisor and then another discussion along with the supervisor's boss.
The dimension acceptability refers to whether
appraisees accept the performance measure (De Cieri & Kramar 2005).
With improvement and development as guiding principles the appraisal process focuses on: results and behaviour, not personality; issues and problems, constructive development to improve performance; and the motivation and growth of the
appraisee.
Check that the questions are phrased to elicit a descriptive, rather than a judgmental, response, as the former is less likely to give offence and more likely to provide information for the
appraisee to act upon.
Although most companies now have a process for evaluating the performance of managers and employees, this activity is not one that either the appraiser or
appraisee relishes.
Formal performance appraisals are often followed by an appraisal meeting between the rater and the
appraisee.
Sector Business Process Reengineering Reform-to enhance focus in branches Change Action Point: during (2009-2012) Category/Level 2007-12 Employee Level Promotion Continued- further improvised fast track promotion Training Continued Mentoring New initiative-for about this practice sales focus Roles Review- Continued Performance Appraisal -Target based and -ratings discussed with
appraisee Recruitment & induction New initiative of new workforce Customer Level 24hr branches Discontinued 8-8 branches Discontinued Uniform Branch ambience Continued Branch focus (on Continued customer, market, sales) Technical Level CBS, Net-banking, ATM, Continued Tele-banking Product Level Diverse Products Continued Business/Strategy/ New Business New initiative Market Level Vertical-Govt.
This method has been given the name blind choice method since the appraiser, reviewer or
appraisee are not aware of the weightage carried by the factors rated.
Appraisals should take place every six to twelve months, possibly alternating with development-focused reviews, and should focus on behaviours and outcomes; issues and problems; constructive development to improve motivation; and growth and performance of the
appraisee.
This checklist describes how an
appraisee might prepare for a performance appraisal.
