End-to-End-HR-Blog

Job Evaluation vs. Performance Appraisal|difference between performance appraisal and job evaluation Performance Appraisal is a process which contributes to the effective management of talents (Individual and team) in order to achieve improved levels of employee and organization performance & development. PMS Policy and steps Job evaluation is a process of evaluating, analyzing and measuring the various jobs systematically to ascertain their relative worth in an organization. In short the basic difference between the two from their definition is evident; jobs are ranked in case of job evaluation whereas in case of performance Appraisal job holders are evaluated/rated.     Why PMS often leads to dissatisfaction among good performers These are the few differences between performance appraisal and job evaluation. Performance Appraisal Management System (PAMS)| Guidelines for developing a Performance Management System

Performance Appraisal |How Performance Appraisal can Contribute to an organisation's Competitive Advantage   “Performance appraisal offers competitive advantage to an organization by enhancing performance, aiding in correct decisions, safeguarding legal compliance, diminishing job dissatisfaction and employee attrition and ensuring consistency between organizational strategy and behaviour.” PMS Policy and steps The emphasis should be that performance evaluation contributes to the firm’s competitive strength. In addition, promising high level of performance helps identify Employees with potential, reward performance equitably and determined employee’s need for training. Precisely, performance evaluation helps an organization gain a competitive edge in the following ways. 1.   Improving performance 2.   Making correct decisions 3.   Ensuring legal compliance 4.   Minimizing job dissatisfaction and turnover 5.   Values & Behavior...

Performance Management| Standard Operating Procedures(SOP) – Human Resources As soon as Performance appraisal time is arrived, one of the most awaited aspects of completing the fair-and-Square appraisal revolves around what is ‘measurement’ measured and what is ‘achieved’. What would you measure, performance or mere activities of employees? is the one who does related work but does not show of himself/ herself or the one who puts up a display but hardly achieve to be recognized and rewarded? An organization’s objectives can be achieved only when people put in their greatest efforts. How to determine whether an employee has presented his or her best performance on a given job? The answer is performance appraisal . Performance Management is one of the essential jobs of HRM but not an easy one though. If you are looking for Standard Operating Procedures – Human Resources for Performance Management , refer the - SOP template cited below. S tan dard Operati...

PERFORMANCE APPRAISAL MANAGEMENT SYSTEM|3 PHASE PROCESS & PROCEDURE PERFORMANCE APPRAISAL MANAGEMENT SYSTEM: PHASE 1: PLANNING The first phase is a collective effort involving both managers and employees. In this phase they: Review that particular employee’s job description to determine if it reflects the work that the employee is currently doing. In case of new /additional responsibilities or job change, the job description is updated. Once the job description is finalized, employees work plan is reviewed to check if it takes him /her to the achievement of the organizations' goals and objectives. A work plan comprising of deliverables, expected results along with timelines to evaluate performance is finalized. Next, between 3 to 5 areas will be identified which will be the key objectives (goal sheet / key performance indicators - KPI’s) f or the employee to achieve that year. This area will be determined by - The organization strategic plan...