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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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Presentation Transcript
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
  • What to do if you need more information/data
purpose of the performance diary
PURPOSE OF THE PERFORMANCE DIARY
  • This performance diary is meant to serve as a means of recording any “Critical incident” involving an employee
what is a critical incident
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.
how to go about when a critical incident occurs
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.
who can view this
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
operating procedure
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.
operating procedure how to record the observation
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
operating procedure how to record the observation1
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].
general points for consumption what hr would do with this
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
other notable points
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
for clarification what to do
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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