tag:blogger.com,1999:blog-19822865403572151472024-03-12T17:47:23.592-07:00HR Outsourcing for StartupsAnonymoushttp://www.blogger.com/profile/07968939564313756647noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-1982286540357215147.post-26278003608641767452012-02-20T10:42:00.001-08:002012-02-20T10:42:57.488-08:00DYNAMIC PERFORMANCE REVIEW<div dir="ltr" style="text-align: left;" trbidi="on">
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What we believe in or follow is called DYNAMIC PERFORMANCE REVIEW; a different way of managing appraisal system (an analogy can be agile methodology of software development) and gradually picking up popularity around world (especially in start ups)</div>
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<b>Conventional appraisal system and DPR</b></div>
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The problem with the regular/conventional system of appraisal is</div>
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<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">This is periodic is nature and happen once in a year in a predefined time (for some organisation twice a year).</span><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;"> </span><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">So here if one has performed/contribute something good to company (in say month June), he/she need to wait till next March or December to get rewarded.</span><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;"> </span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">There is long and tedious life cycle of conventional appraisal system.</span></li>
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<o:p> </o:p>New thing s in dynamic performance review (DPR) β</div>
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<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">There is no pre defined cycle for appraisal.</span><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;"> </span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">One may appraise at any time and N-times in a year, also one may never apprised for a longer time.</span><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;"> </span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Everything depends on the performance, learning and value addition to the team/company.</span><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;"> </span></li>
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<o:p> </o:p><b>How start-ups are doing it -</b></div>
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Sketch HR has customized DPR for some of its start-ups client and successfully executed it β</div>
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Based on Organisation value, we identify some key qualities (parameters) for employee, and then every month, we rate each employee (for that particular month) on these aspects.</div>
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For example, one of our client have 5 values</div>
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<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Nurture culture</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Quality</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Innovation</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Continues learning</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Never be an evil.</span></li>
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Now based on these 5 values, we decided 7 parameters that need to be judge, which areβ</div>
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<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Attitude/committeemen</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Value addition (Qonta WOAV)</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Learning, punctuality</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Team player,</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Quality</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Self motivation</span></li>
<li><span _mce_style="text-indent: -18pt;" style="text-indent: -18pt;">Punctuality</span></li>
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Now we have data for all employees of every month β so we got a trend, based on this trend we appraise one whenever it seems the person is able to take to the next level. </div>
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Definitely finances and budget have to be considered here, and appraisal needs to be in mandate budget only.</div>
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It may sound difficult to apply, but in actual it is much easier & effective than conventional appraisal system. It is not only reasonable and transparent to employees, but also easier for middle and top management. </div>
</div>Anonymoushttp://www.blogger.com/profile/07968939564313756647noreply@blogger.com0