it should be objective, eliminating all subjectivity as far as possible

link the organization's requirements to the individual's performance

address the employee aspirations

more of a developmental tool, rather than just being used for increments

involve a dialogue between the boss and the subordinate

and understood by all

with regards

Uday

Hi,

On the thread of discussion about Perfomrance Management Systems - please do go through the link I am sending across. Is pretty informative across a range of topics.

http://www.zigonperf.com/resources/links.html  

Hi all,

Above all, the attributes must be specific, result oriented and measurable. Must be able to analyse the employee's strength's and weakness effectively. Critical incidents that lead to the success or failure of a particular project or function must be highlighted and mentioned at the time of appraisal.

Ensure that employee goes back with a feeling that it was a fair evaluation rather than with disgust. It should give the bird's eye view of the entire period and not restrict itself to single contributions or events. If the guy has worked under different bosses during the given period, the inputs must be taken from all of them before communicating the outcome to the employee.

Thanks and Regards,

Girdhar