Comments on: Performance Appraisals in Organizations http://www.pkhope.com/performance-appraisals-in-organizations/ A Candid Blog Thu, 24 May 2012 22:34:57 +0000 http://wordpress.org/?v=2.7 hourly 1 By: performance appraisals http://www.pkhope.com/performance-appraisals-in-organizations/comment-page-1/#comment-1387537 performance appraisals Thu, 15 Jul 2010 06:59:59 +0000 http://www.pakspectator.com/?p=25532#comment-1387537 Performance appraisals should be made yearly. It will help workers to improve their weaknesses and the company owners in evaluating their performance. Performance appraisals should be made yearly. It will help workers to improve their weaknesses and the company owners in evaluating their performance.

]]> By: khalid humayun http://www.pkhope.com/performance-appraisals-in-organizations/comment-page-1/#comment-1339391 khalid humayun Wed, 16 Jun 2010 19:30:41 +0000 http://www.pakspectator.com/?p=25532#comment-1339391 The blogger has discussed at length the good intention of an organization. In that, to aleviate and motivate the personnel somuch so they raise their capibilities to the maximum benefit of organization but also to the benefit of personnel themselves. Period. However, core issues were missing regarding the criteria of judging the talents and shortfalls in the individual personnel. Different orgnizations have different scales to evaluate such as communication skills, willingness, cooperation, supervisory level, implementation of company policy, understanding and developing ways and means to achieve the targets etc. These important factors have not be highlighted and only modus operandi at executive level has been discussed. The blogger has discussed at length the good intention of an organization. In that, to aleviate and motivate the personnel somuch so they raise their capibilities to the maximum benefit of organization but also to the benefit of personnel themselves. Period. However, core issues were missing regarding the criteria of judging the talents and shortfalls in the individual personnel. Different orgnizations have different scales to evaluate such as communication skills, willingness, cooperation, supervisory level, implementation of company policy, understanding and developing ways and means to achieve the targets etc. These important factors have not be highlighted and only modus operandi at executive level has been discussed.

]]> By: Sadaf http://www.pkhope.com/performance-appraisals-in-organizations/comment-page-1/#comment-1336396 Sadaf Tue, 15 Jun 2010 06:30:57 +0000 http://www.pakspectator.com/?p=25532#comment-1336396 Social networking sites are playing a vital role as how employers now view their employees during evaluation. Performance appraisals should be redesigned to accommodate such innovation. HR has got a new role now. Social networking sites are playing a vital role as how employers now view their employees during evaluation. Performance appraisals should be redesigned to accommodate such innovation. HR has got a new role now.

]]> By: Nisar Khattak http://www.pkhope.com/performance-appraisals-in-organizations/comment-page-1/#comment-1333715 Nisar Khattak Sun, 13 Jun 2010 17:05:08 +0000 http://www.pakspectator.com/?p=25532#comment-1333715 Captain Johan, Sir, thanks for the visit. It is nice to hear from across the border. With regards and compliments. Captain Johan,

Sir, thanks for the visit. It is nice to hear from across the border.

With regards and compliments.

]]> By: captainjohann http://www.pkhope.com/performance-appraisals-in-organizations/comment-page-1/#comment-1333667 captainjohann Sun, 13 Jun 2010 16:07:20 +0000 http://www.pakspectator.com/?p=25532#comment-1333667 Sir, I got this forward from a friend about apprisal. A joke actually. --- """Big Boss: This year your performance was good, excellent and outstanding. So, your rating is "average". Kumar: What? How come 'average'? Big Boss: Because...err...uhh...you lack domain knowledge. Kumar: But last year you said I am a domain expert and you put me in this project as a domain consultant. Big Boss: Oh is it? Well, in that case, I think your domain knowledge has eroded this year. Kumar: What??? Big Boss: Yes, I didn't see you sharing knowledge on Purchasing domain. Kumar: Why would I? Because I am not in Purchasing, I am in Manufacturing. Big Boss: This is what I don't like about you. You give excuse for everything. Kumar: Huh? *Confused* Big Boss: Next, you need to improve your communication skills. Kumar: Like what? I am the one who trained the team on "Business Communication", you sat in the audience and took notes, you remember? Big Boss: Oh is it? Errr...well..I mean, you need to improve your Social Pragmatic Affirmative Communication. Kumar: Huh? What the hell is that? *Confused* Big Boss: See! That's why you need to learn about it. Kumar: *head spinning* Big Boss: Next, you need to sharpen your recruiting skills. All the guys you recruited left within 2 months. Kumar: Well, not my mistake. You told them you will sit beside them and review their code, and most resigned the next day itself. Couple of them even attempted suicide. Big Boss:*stunned* (recovers from shock) Err...anyway, I tried to give you a better rating, but our Normalization process gave you only 'average'. Kumar: Last year that process gave me 'excellent'. This year just 'average'? Why is this process pushing me up and down every year? Big Boss: That's a complicated process. You don't want to hear. Kumar: I'll try to understand. Go ahead. Big Boss: Well, we gather in a large room, write down the names of sub-ordinates in bits of paper, and throw them up in the air. Whichever lands on the floor gets 'average', whichever lands on table gets 'good', whichever we manage to catch gets 'excellent' and whichever gets stuck to ceiling gets 'outstanding'. Kumar: (eyes popping out) What? Ridiculous! So who gets 'poor' rating? Big Boss: Those are the ones we forget to write down. Kumar: What the hell! And how can paper bits stick to ceiling for 'outstanding'? Big Boss: Oh no, now you have started questioning our 20 year old organizational process! Kumar: *faints* Sir,
I got this forward from a friend about apprisal. A joke actually.

—
“”"Big Boss: This year your performance was good, excellent and outstanding. So, your rating is “average”.

Kumar: What? How come ‘average’?

Big Boss: Because…err…uhh…you lack domain knowledge.

Kumar: But last year you said I am a domain expert and you put me in this project as a domain consultant.

Big Boss: Oh is it? Well, in that case, I think your domain knowledge has eroded this year.

Kumar: What???

Big Boss: Yes, I didn’t see you sharing knowledge on Purchasing domain.

Kumar: Why would I? Because I am not in Purchasing, I am in Manufacturing.

Big Boss: This is what I don’t like about you. You give excuse for everything.

Kumar: Huh? *Confused*

Big Boss: Next, you need to improve your communication skills.

Kumar: Like what? I am the one who trained the team on “Business Communication”, you sat in the audience and took notes, you remember?

Big Boss: Oh is it? Errr…well..I mean, you need to improve your Social Pragmatic Affirmative Communication.

Kumar: Huh? What the hell is that? *Confused*

Big Boss: See! That’s why you need to learn about it.

Kumar: *head spinning*

Big Boss: Next, you need to sharpen your recruiting skills. All the guys you recruited left within 2 months.

Kumar: Well, not my mistake. You told them you will sit beside them and review their code, and most resigned the next day itself. Couple of them even attempted suicide.

Big Boss:*stunned* (recovers from shock) Err…anyway, I tried to give you a better rating, but our Normalization process gave you only ‘average’.

Kumar: Last year that process gave me ‘excellent’. This year just ‘average’? Why is this process pushing me up and down every year?

Big Boss: That’s a complicated process. You don’t want to hear.

Kumar: I’ll try to understand. Go ahead.

Big Boss: Well, we gather in a large room, write down the names of sub-ordinates in bits of paper, and throw them up in the air. Whichever lands on the floor gets ‘average’, whichever lands on table gets ‘good’, whichever we manage to catch gets ‘excellent’ and whichever gets stuck to ceiling gets ‘outstanding’.

Kumar: (eyes popping out) What? Ridiculous! So who gets ‘poor’ rating?

Big Boss: Those are the ones we forget to write down.

Kumar: What the hell! And how can paper bits stick to ceiling for ‘outstanding’?

Big Boss: Oh no, now you have started questioning our 20 year old organizational process!

Kumar: *faints*

]]> By: Dr. Imran http://www.pkhope.com/performance-appraisals-in-organizations/comment-page-1/#comment-1333189 Dr. Imran Sun, 13 Jun 2010 10:10:29 +0000 http://www.pakspectator.com/?p=25532#comment-1333189 At the end it all comes down to how much you butter your boss. Nokeri ka nam mujboori. At the end it all comes down to how much you butter your boss. Nokeri ka nam mujboori.

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