tag:blogger.com,1999:blog-1173593594182469943.post8435992858048168374..comments2024-03-28T10:08:10.718-07:00Comments on HR SUCCESS TALK: Part 5- How to define Performance Rating scale and associating it with performance percentage?Govind Singh Negihttp://www.blogger.com/profile/14755586366246739681noreply@blogger.comBlogger26125tag:blogger.com,1999:blog-1173593594182469943.post-73598577415643507322023-04-08T02:23:17.770-07:002023-04-08T02:23:17.770-07:00Thanks for sharing information, its useful informa...Thanks for sharing information, its useful information!<br /><a href="https://tempwork247.com/staffing-and-employment-agency-Manhattan-NY" rel="nofollow">Manhattan NY Recruitment Agency for Employers</a>TempWork Staffing Solution Inchttps://www.blogger.com/profile/17293439545184172863noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-62725236033429596692017-06-14T02:35:01.122-07:002017-06-14T02:35:01.122-07:00Thanks for this useful article...
following are j...Thanks for this useful article... <br />following are just some of the benefits that you can enjoy with a good payroll management system:<br /><br />Fast and efficient processing of payroll<br />Management of reimbursement claims and loans<br />Generate E-TDS and Form 16 quickly<br />Easy way to view, access, and print payslips<br />Customised payroll reports as and when required<br /><br />Read Anonymoushttps://www.blogger.com/profile/12163722767207979104noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-69812509412591788642015-03-06T06:25:40.183-08:002015-03-06T06:25:40.183-08:00hey everyone,, its seems as if everyone here is ha...hey everyone,, its seems as if everyone here is having admirable knowledge and I being a student needs a bit help of yours,, so i just want to ask that can you explain the 5 scale rating system with any job position???Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-62859042873141368542015-03-06T06:24:24.175-08:002015-03-06T06:24:24.175-08:00hey everyone,, its seems as if everyone here is ha...hey everyone,, its seems as if everyone here is having admirable knowledge and I being a student needs a bit help of yours,, so i just want to ask that can you explain the 3 scale rating system with any job position???Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-59675180694578995722014-11-29T07:41:25.276-08:002014-11-29T07:41:25.276-08:00e cigarette, e cigarettes, best electronic cigaret...e cigarette, <a href="http://topelectroniccigarettesreviews.com" rel="nofollow">e cigarettes</a>, <a href="http://topecigarettesreviewed.com" rel="nofollow">best electronic cigarette</a>, <a href="http://electroniccigarettesreviewed.org" rel="nofollow">electronic cigarette</a>, <a href="http://top5ecigarettesreviewed.com" rel="nofollow">best e cigarette</a>, <a href="http://Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-59722073184885189412013-07-23T21:29:26.751-07:002013-07-23T21:29:26.751-07:00Dear Friend,
Each employee should know what is th...Dear Friend,<br /><br />Each employee should know what is the status of his appraisal.Govind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-26366045363982681372013-07-23T10:04:32.553-07:002013-07-23T10:04:32.553-07:00hi!!! should the appraisal information passed on t...hi!!! should the appraisal information passed on to everyone in the organisation?<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-35839451301012250702013-05-27T06:34:56.121-07:002013-05-27T06:34:56.121-07:00This comment has been removed by a blog administrator.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-69066516907797410792013-05-23T05:38:18.495-07:002013-05-23T05:38:18.495-07:00Dear Friend,
You can define 4 rating scale also. ...Dear Friend,<br /><br />You can define 4 rating scale also. You need to give meaning to each rating scale. Eg 1-Below expectation, 2-Fit to Expectation 3-Above Expectation 4-Exemplary performance. Rest will remain as mentioned in my postGovind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-40261897406716402202013-05-19T19:46:45.035-07:002013-05-19T19:46:45.035-07:00We usually use either a 5 point scale or 10 point ...We usually use either a 5 point scale or 10 point scale. Most employees end up giving a average (middle rating. What if we use a 4 point scale and how do we define it?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-62421675528279183442013-05-14T09:25:50.565-07:002013-05-14T09:25:50.565-07:00Dear Friend,
The only difference between a 5 scal...Dear Friend,<br /><br />The only difference between a 5 scale performance rating and 10 scale performance rating is the number of ratings you get to describe performance of the person. In 5 scale rating system you have 5 different meaning and in 10 scale you have option of giving 10 different meanings. also you can define range for a particular rating significance eg. 1-3 : Poor performers.Govind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-24721875121909008942013-05-14T06:57:04.720-07:002013-05-14T06:57:04.720-07:00Hi,
Could you please help me with performance rat...Hi,<br /><br />Could you please help me with performance rating with 1-10.. i totally understand about 1-5. This appraisal method is very first time for me..ThanksAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-33933740496866639382013-04-12T03:08:51.616-07:002013-04-12T03:08:51.616-07:00You are always welcome SarvaYou are always welcome SarvaGovind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-71149116159381099302013-04-11T19:27:04.544-07:002013-04-11T19:27:04.544-07:00Thank you Mr.Govind ,
Please keep continue to sha...Thank you Mr.Govind ,<br /><br />Please keep continue to share more information related to performance ratingSarva Sreshtahttp://www.sarvasreshta.netnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-79293121262096401962013-03-20T04:58:41.907-07:002013-03-20T04:58:41.907-07:00Yes! Finally someone writes about computer system....Yes! Finally someone writes about computer system.<br /><br />Also visit my homepage: <a href="http://www.lisasteingold.com/" rel="nofollow">life coach Johannesburg</a>Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-41091830534513438632013-03-15T13:59:10.687-07:002013-03-15T13:59:10.687-07:00Unquestionably believe that which you said. Your f...Unquestionably believe that which you said. Your favorite justification seemed to be <br />on the web the easiest thing to be aware of. I say to you, I <br />certainly get irked while people think about worries <br />that they just don't know about. You managed to hit the nail upon the top as well as defined out the whole thing without having side effect , people could take a signal. Will Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-14319125458203274302013-03-15T11:59:24.558-07:002013-03-15T11:59:24.558-07:00Every weekend i used to pay a visit this website, ...Every weekend i used to pay a visit this website, as i wish for enjoyment, since this this web site conations actually pleasant funny information too.<br /><br /><br />Here is my web-site :: <a href="http://www.jaswartfurniture.co.za" rel="nofollow">know more</a>Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-62864856720495828012013-03-15T11:37:52.119-07:002013-03-15T11:37:52.119-07:00Every weekend i used to pay a quick visit this web...Every weekend i used to pay a quick visit this web page, because i wish <br />for enjoyment, for the reason that this this web page conations really good funny <br />stuff too.<br /><br />my blog post <a href="http://www.Inkwellprint.com/" rel="nofollow">website</a>Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-41968021867645311882013-03-01T04:21:01.639-08:002013-03-01T04:21:01.639-08:00All three has own pro and cons. It actually depend...All three has own pro and cons. It actually depends upon what kind of industry you are in, how much manpower you have to execute performance management, how much serious management is towards performance management. My personal view is that you should have combination of all styles which fits to your company and need. Managers should be very well trained to execute BARS system, 360 degree is not Govind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-7414623748879147612013-03-01T03:53:06.365-08:002013-03-01T03:53:06.365-08:00According to you which is the most accepted and pr...According to you which is the most accepted and prevalent PA method a) BARS b)bell curve c)360 degree and why?Himihttps://www.blogger.com/profile/09452457235349823408noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-46820037345650189542013-02-28T04:23:39.252-08:002013-02-28T04:23:39.252-08:00Dear Friend,
Thanks for your appreciation. Distri...Dear Friend,<br /><br />Thanks for your appreciation. Distribution among rating is based on concept on Bell curve.Govind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-28930269095481010322013-02-28T02:56:22.543-08:002013-02-28T02:56:22.543-08:00Very well said and written!!good work!!can u tell ...Very well said and written!!good work!!can u tell how did u evaluate the distribution percentage for all 5 ratings?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-6959199248888213972013-02-20T05:10:13.834-08:002013-02-20T05:10:13.834-08:00Thanks Mr Eric for appreciation.Thanks Mr Eric for appreciation.Govind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-13952819818377199622013-02-20T01:09:12.105-08:002013-02-20T01:09:12.105-08:00A huge round of applause, keep it up.
background c... A huge round of applause, keep it up.<br /><a href="http://backscreeningblog.net/?p=7" rel="nofollow">background check uk</a>Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-1173593594182469943.post-37753804231873865622013-02-02T10:23:43.535-08:002013-02-02T10:23:43.535-08:00Dear Jyoti,
Very good observation.
Reason behin...Dear Jyoti,<br /><br />Very good observation. <br /><br />Reason behind keeping it till 109% is quite simple. Like in case we are suggesting to give 3 to a person who is 90% i.e. 10% less than 100%, similarly if employee achieve 9% more than it also should be treated as Rating 3. Another reason is, if we consider above 100% as Rating 4 then in that case, an employee achieving 1% extra which is Govind Singh Negihttps://www.blogger.com/profile/14755586366246739681noreply@blogger.com