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Performance Diary

Performance Diary. In order to facilitate you, we enunciate in the ensuing slides the following: Purpose of this system Meaning for the Performance diary How to go about when a critical incident occurs Operating procedure What is HR role Notable points and

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Performance Diary

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  1. Performance Diary • In order to facilitate you, we enunciate in the ensuing slides the following: • Purpose of this system • Meaning for the Performance diary • How to go about when a critical incident occurs • Operating procedure • What is HR role • Notable points and • What to do if you need more information/data

  2. PURPOSE OF THE PERFORMANCE DIARY • This performance diary is meant to serve as a means of recording any “Critical incident” involving an employee

  3. What is a critical incident? • A critical incident is an actual occurrence or an event involving the appraise or done by him/her which has/is affected the performance either favorably or unfavourably.

  4. How to go about when a critical incident occurs? • Briefly note down the incident as well as its effects on the individual performance • This would become a verifiable data which would be used during the appraisal / review • Such recording should be done immediately – within 72 hours from the time of incident occurred. No observations can be added after 72 hours • Any observation to have a] date, time and example or the actual occurrence – meaning it should not be an opened ended statement or views etc.

  5. Who can view this? • This can be seen by the immediate superior and the Reviwer only becoz - • this is only a verifiable data for the Appraiser while doing appraisal • Informally, the immediate superior would have communicated whatever he is observing to the concerned employee on a daily basis – orally • This is not a communication channel with the employees

  6. Operating procedure • The entire system is appended “ON LINE” in My.Cavinkare.com • The observations to be keyed-in by the immediate superior or the appraiser. • Once the Appraiser press the button “Submit”; the sheet would be sent to the Reviewer. A mail reminding the Reviewer will be generated by the system automatically. • If the Reviewer accepts the observation, the sheet would remain in the master and conversely, if the observation is rejected, a POP up message/mail would be sent to the HR for taking it forward.

  7. Operating procedure – How to record the observation GUIDELINES FOR THE SUPERIORS • Log on to My cavinkare.com • Change role as Superior • You can see performance diary column and parallely employee reporting list. • Select the employee and press “GO” • You will get the required sheet for making the observation • After observation please press “Submit” • To see the previous and other observations, Click the total of no of observations provided in the first line

  8. Operating Procedure – How to record the observation? • Guidelines for Reviwer • A mail would be sent to you regarding observations made • Again log on to My.cavinkare.com and change role as Reviewer • You can see a list of performance diary for your comments. • After comments, please press “submit”. [please press Accept/reject before pressing submit].

  9. Screen shot for pictorial understandingScreen – 1 – Change role screen

  10. Screen Shot 2 – Appraiser/ Immediate Superior’s screen

  11. Screen shot – 3 Superior observation screen

  12. Screen shot – 4 – Reviewers screen while opening

  13. Screen Shot 5 – Reviewer’s screen indicating observation list for comments

  14. Screen Short 6 – Reviewer’s comment recording screen

  15. General points for consumption – What HR would do with this? • The entire observation would be part of the appraisal for the year under review • Initiate counseling activity • Take a leaf out of the good observation/favourable observations and disseminate to all concerned

  16. Other Notable points • This document is mandatory / critical to take any favourable or unfavourable action on the employee – irrespective of cadre and level • If there is no events/incident recorded in respect of an employee, it would tantamount to that the concerned employee does not have a favourable or unfavourable points for observation

  17. For clarification what to do? • If you have any query, please contact Mr V Ganesan, Senior Manager HR at Corporate Office. • Mobile No 97909 27356 • Ext 701

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