HR Activities Illustration
An HR appraisal proposal is useful for enhancing your organization’s performance management procedure.
Define the Goals of the New Appraisal System
- What problems are you hoping to solve with the current system? (e.g., lack of clarity on expectations, infrequent feedback)
- What do you want to achieve with a new system? (e.g., improved employee engagement, clearer career development paths)
Different Appraisal Methods
- Management by Objectives (MBO): Focuses on setting clear goals and measuring progress.
- 360-Degree Feedback: Gathers feedback from multiple sources (peers, managers, etc.)
- Self-Appraisal: Employees evaluate their own performance.
Propose a New Appraisal Process
Outline the key steps of the new appraisal process, including:
- Frequency of appraisals: Annual, bi-annual, or more frequent?
- Content of the appraisal: Job skills, teamwork, problem-solving
- Use of the appraisal: The results be used for compensation, development, or promotion decisions
Module / Format of Appraisal Form:
– Goal Achievement, Productivity, Quality of Work, Client Satisfaction
PLA (Performance Level Agreement Bridge) – Problem-Solving, Initiative, Adaptability
Knowledge & Skills KPIs – Technical Skill, Industry Knowledge
Risk Management – Pressure Handle, Completion within Given time, New Assignment Project Handle
Behavioral KPIs – Communication, Team-Work
Additional Considerations – Managerial Skills, Compliance
Benefits of Appraisal System:
- Make performance reviews more impartial and transparent.
- Encourage staff members by emphasizing their personal development.
- Offer a well-defined route for professional growth.
Implementation Plan
Outline a plan for implementing the new appraisal system, including:
- Training for managers and employees on the new process.
- Development of appraisal forms and templates.
- Communication strategy to inform employees about the changes.