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Performance Appraisal: a Tool for People Development

This article explores how performance appraisals can be used as tools for people development, including objectives, processes, evaluation criteria, and challenges to improve.

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Performance Appraisal: a Tool for People Development

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  1. Performance Appraisal: a Tool for People Development

  2. Agenda • Context (DEK Mission) • PA Objectives • PA Process • What are evaluated and How • Challenges and Areas for Improvement

  3. Context (DEK Mission) To deliver world-class services and global products by empowering and developing our members within a true Agile and Lean culture

  4. 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

  5. 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)

  6. What Are Evaluated

  7. Evaluation Form Example

  8. Level Description Example

  9. Challenges and Areas for Improvement • Measurement of Projects’/Teams’ performance and relate it to individual performance • Tools (software) for PA (recommendation are appreciated?)

  10. Thank You Looking forward to your suggestions

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