Dear All,
We have always discussed the appraisal process for the employees in our organization. But how do I assess an HR executive reporting to me? What criteria should be considered? This is my first experience assessing an HR exec. Please help. If you have any methodologies, templates, etc., please share.
Thank you.
Regards,
Vara
From India, Ahmadabad
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We have always discussed the appraisal process for the employees in our organization. But how do I assess an HR executive reporting to me? What criteria should be considered? This is my first experience assessing an HR exec. Please help. If you have any methodologies, templates, etc., please share.
Thank you.
Regards,
Vara
From India, Ahmadabad
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Dear Vara,
The procedure will be the same to assess HR executives as well. The basic fundamental to assess any employee is to evaluate his performance against his KRAs or Job Responsibilities. You may use the same format as you are using for other employees.
From India, Pune
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The procedure will be the same to assess HR executives as well. The basic fundamental to assess any employee is to evaluate his performance against his KRAs or Job Responsibilities. You may use the same format as you are using for other employees.
From India, Pune
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To assess an HR executive is very simple provided you already have predefined their goals at the beginning of the year. Has the performance met your "client" expectations if your team is the 4th generation HR (Business Partner to your business)? "Delivering results does not necessarily mean being a high performer!"
From Malaysia, Ipoh
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From Malaysia, Ipoh
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Dear All,
I appreciate all your suggestions and thank you very much for your time. I have a concern regarding the operations template for company employees, which is very number-driven and objective. However, I am facing challenges with the HR team assessment as it is quite subjective. I personally aim to avoid subjectivity in my assessments.
Could anybody share their experience with a template used for HR assessments so that I can refer to it and customize it for my team?
Thank you.
Regards,
Vara
From India, Ahmadabad
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I appreciate all your suggestions and thank you very much for your time. I have a concern regarding the operations template for company employees, which is very number-driven and objective. However, I am facing challenges with the HR team assessment as it is quite subjective. I personally aim to avoid subjectivity in my assessments.
Could anybody share their experience with a template used for HR assessments so that I can refer to it and customize it for my team?
Thank you.
Regards,
Vara
From India, Ahmadabad
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Then you have only a few options left. Better go ahead and prepare a new format for the HR Team, focusing more on the points. You can also use the same format, removing the points that are more subjectively concentrated, and align it with your company's standards.
Regards,
Anni.
From India, Bangalore
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Regards,
Anni.
From India, Bangalore
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Yes,
These are my suggestions:
1. Use SMART to define their goals. Make sure their goals align with your business goals.
2. Review their goals every 3 months for new employees and every 6 months for existing employees.
3. Request each HR team member to present their SWOT analysis on one page.
4. Provide advice to ensure your team is on the right track.
If you need more information, please email me at [chewmys@gmail.com](mailto:chewmys@gmail.com).
In my experience, I have been measured for it. My boss wants a report to understand human capital in the organization and the internal labor market for each business unit. While he doesn't need it now, it would have been better if it were available yesterday – that is my goal. I have committed to and defined my project boundaries and deliverables. I am able to present my results within 6 weeks and have exceeded his expectations. With this information, he uses it to measure the performance of each country's HR director.
From Malaysia, Ipoh
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These are my suggestions:
1. Use SMART to define their goals. Make sure their goals align with your business goals.
2. Review their goals every 3 months for new employees and every 6 months for existing employees.
3. Request each HR team member to present their SWOT analysis on one page.
4. Provide advice to ensure your team is on the right track.
If you need more information, please email me at [chewmys@gmail.com](mailto:chewmys@gmail.com).
In my experience, I have been measured for it. My boss wants a report to understand human capital in the organization and the internal labor market for each business unit. While he doesn't need it now, it would have been better if it were available yesterday – that is my goal. I have committed to and defined my project boundaries and deliverables. I am able to present my results within 6 weeks and have exceeded his expectations. With this information, he uses it to measure the performance of each country's HR director.
From Malaysia, Ipoh
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