performance appraisal: a tool for people development
TRANSCRIPT
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Performance Appraisal: a Tool
for People Development
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Agenda
• Context (DEK Mission)• PA Objectives• PA Process• What are evaluated and How• Challenges and Areas for Improvement
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Context (DEK Mission)
To deliver world-class services and global
products by empowering and developing our
members within a true Agile and Lean culture
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PA’s Objectives
• People development• Career path: short/long-term goal setting• Actual performance vs Expected performance• Strength/weakness and areas for improvement• Training needs and coaching required
• Conflict resolution, team building• Talents identification• Role/responsibility clarification• Fair Salary Adjustment• Promotion, Reward, Layoff decision• Members’ feedbacks for operational improvement
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PA Process
360 degree feedbacks principle
Team members to give the input for individual
performance reviews
DEK Coaches are the facilitators for the PA
Process
Twice a year (aim to have it quarterly)
360 Evaluation
• Team member give evaluation to each others
Additional Feedbacks
• DEK coach review evaluation and get additional feedbacks
1-1s Meetings
• DEK Coach discuss the result with the individual
• Agree on the improvement plan
Follow-up
• Making sure needed training / coaching in place
• Follow up on action plan
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What Are Evaluated
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Evaluation Form Example
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Level Description Example
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Challenges and Areas for Improvement
Measurement of Projects’/Teams’ performance and
relate it to individual performance
Tools (software) for PA (recommendation are
appreciated?)
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Looking forward to your suggestions
Thank You