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.