Evaluation Method for Performance Appraisal

Human Resources » Performance Management

	Message From: jigar	Total Posts: 46	Join Date: 24/08/2006
Rank: Executive	Post Date: 15/11/2006 01:49:03	Points: 230	Location: Australia

Hi,

I have a query, if we are extending probation period of an employee and if we want to give him a chance to prove him/herself for confirmation, what should be the method of evaluation ?

Jigar

	Message From: chaitali_vartak	Total Posts: 3	Join Date: 24/08/2006
Rank: Beginner	Post Date: 07/07/2009 08:16:34	Points: 15	Location: Australia

I am totally agree with Mr. Vijay raj.

	Message From: rkuppili	Total Posts: 115	Join Date: 24/08/2006
Rank: Leader	Post Date: 07/07/2009 14:11:02	Points: 575	Location: Australia

Hi,

In the first place i agree with Vijay to consider the human factor behind every role. Now coming to the probation. If you have decided to extend the probation means that the intern did not match up to the expectations required for his confirmation. How to ask him better himself will depend on the evaluation done on the parameters he lagged behind.

If this is the case of his moral conduct and misbehaviour, the stance will be different. Because if he could not stick to the organizational professionalism in the first 3 months itself, it will be very difficult for him to change this habit.

But if this is based on his job performance, then his KPIs should be clearly communicated to him. This will help him to understand the job better and deliver better. Certain amount of training can also be imparted if the organization thinks that the employee's skills and competencies can be improved. So a performance evaluation is the best way to confirm his role based on job responsibilities.

Cheers!

Radhika

	Message From: Jyoti Rani	Total Posts: 65	Join Date: 24/08/2006
Rank: Manager	Post Date: 08/07/2009 13:30:18	Points: 325	Location: Australia

Hi Jigar,

Yes, as suggested by other members, definitely one feedback session has to be there and mutually agreed decision has to be taken, its correct that one's confirmation is on question mark, surely there must be some problem but the concerned employee and reporting head needs to be asked why is it so ?

Here the organization and employee both are important by not confirming one's career is also on stake, simultaneously organization cannot carry on with non result oriented person, still while taking such crucial decision management must give oppurtunity (stipulated time period with targets/KRA) to the person to demonstrate good performance provided employee also nods for the same with positive attitude.

regards

	Message From: Administration Manager	Total Posts: 4	Join Date: 24/08/2006
Rank: Beginner	Post Date: 09/07/2009 08:40:19	Points: 20	Location: Australia

I do not want to spoil the party mood but, I thought of contributing my $0.02 advice

My Observation:- Original post date shown is 15/11/2006,
Recent replies and thread new activity is 7/7/2009 -

Lets continue to the subject matter of the post query :

If you are to extend probation period of an employee it means one of two things :-

1)During his / her probation period the employee has exhibited some additional value to the position which is not frequently seen in that position( desirable additional value to the job) - The candidate does not need any further probation and gets selected for the post continuation.

2) you cannot find a replacement to this candidate and want to continue with this employee with futuristic hopes, excuses of training, chances of self development, etc

Before you think of using any method to evaluate such candidate, i would suggest do find a method to evaluate the original job description requirement used versus the selected candidate.

Either it was a hiring mismatch mistake ( say hello to hr ) or

Genuinely post that the candidate could not meet up all expectations, in which case you should let go of the candidate and replace with other candidate.

Ps:- A

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