- Code: Enter code for a set of result key areas for a department, section, or employee. For example to build a common result key area set which is used in all departments, the code like "STD" (Standard).
- Name: Enter name for the KRAs set. For example "Standard".
- Weightage. Most performance appraisals have been formalized with certain specific categories under which employees are given ratings. For instance, a performance appraisal designed in one organization might give higher importance to service than another factor like punctuality. This field helps to set weightage in numbers.
- Goal: The goal of employee performance evaluation is to create accurate appraisal documentation to protect both the employee and the employer. In the event that an employee is not succeeding or improving his job performance, the performance evaluation documentation can be used to develop a Performance Improvement Plan (PIP).
- Linking KRAs. : Link (Add) KRAs from KRAs list set the value for measuring weightage and goal weightage. The measurement is also done under this field. By clicking the Measure Button, will shows what are the measures linked with KRA and you should set the weightage for each measure.
- Click the Save button to store the Appraisal Type.
Contents
Revisions
- September 22, 2021 @ 04:17:23 [Current Revision] by admin
- September 22, 2021 @ 04:17:23 by arul
- September 21, 2021 @ 12:45:48 by arul
- September 21, 2021 @ 06:27:50 by arul
- January 10, 2019 @ 05:14:13 by vv
- January 10, 2019 @ 05:14:10 [Autosave] by vv
- January 2, 2019 @ 05:31:51 by admin
- January 2, 2019 @ 05:28:13 by admin
Revision Differences
| January 2, 2019 @ 05:28:13 | Current Revision | ||
|---|---|---|---|
| Content | |||
| Added: Performance is defined as the application of knowledge, skills, and abilities at one’s disposal to finish off a particular work. The way an individual scores at the end on the basis of the job responsibilities that s/he is into. | |||
| Added: Appraisal Type means the building of KRAs for a particular department, section, or person. | |||
| Deleted: <span style="text-decoration: underline">Taxonomy : HRMS->Master- >Apprisal- >Apprisal Type</span> | Added: Go to Path: <strong>HRMS- Master-Appraisal-Appraisal Type</strong> | ||
| Deleted: Appraisal Type means | |||
| Deleted: Appraisal Type UI | |||
| Unchanged: <a href="https:/ /help.goodbookserp.com/wp- content/uploads/ 2019/01/AppraisalType_ Scr1.png"><img class="size-full wp-image-10366 aligncenter" src="https:// help.goodbookserp.com/wp- content/uploads/ 2019/01/AppraisalType_Scr1.png" alt="" width="895" height="539" /></a> | Unchanged: <a href="https:/ /help.goodbookserp.com/wp- content/uploads/ 2019/01/AppraisalType_ Scr1.png"><img class="size-full wp-image-10366 aligncenter" src="https:// help.goodbookserp.com/wp- content/uploads/ 2019/01/AppraisalType_Scr1.png" alt="" width="895" height="539" /></a> | ||
| Added: <ol> | |||
| Deleted: <strong>Code | Added: <li><strong>Code: </strong> Enter code for a set of result key areas for a department, section, or employee. For example to build a common result key area set which is used in all departments, the code like "STD" (Standard).</li> | ||
| Deleted: <strong>Name | Added: <li><strong>Name: </strong>Enter name for the KRAs set. For example "Standard".</li> | ||
| Deleted: <b>Weightage</b>. Most performance < b>appraisals</b> have been formalized with certain specific categories under which employees are given ratings | Added: <li><b>Weightage</b>. Most performance < b>appraisals</b> have been formalized with certain specific categories under which employees are given ratings. For instance, a performance < b>appraisal</ b> designed in one organization might give higher importance to service than another factor like punctuality. This field helps to set weightage in numbers.</li> | ||
| Deleted: Here we can set weightage in numbers. | |||
| Deleted: <strong>Goal | Added: <li><strong>Goal:</strong> The <b>goal</b> of employee performance < b>evaluation</b> is to create accurate <b> appraisal </ b>documentation to protect both the employee and the employer. In the event that an employee is not succeeding or improving his job performance, the performance < b>evaluation< /b> documentation can be used to develop a Performance Improvement Plan (PIP).</li> | ||
| Deleted: <strong>Linking KRAs. : </strong> Link ( | Added: <li><strong>Linking KRAs. : </strong> Link (Add) KRAs from KRAs list set the value for measuring weightage and goal weightage. The measurement is also done under this field. By clicking the Measure Button, will shows what are the measures linked with KRA and you should set the weightage for each measure.</li> | ||
| Added: <li>Click the <strong>Save</strong> button to store the Appraisal Type.</li> | |||
| Added: </ol> | |||
| Unchanged: <a href="https:/ /help.goodbookserp.com/wp- content/uploads/ 2019/01/ApprisalType_ Scr2.png"><img class="alignnone size-full wp-image-10367" src="https:// help.goodbookserp.com/wp- content/uploads/ 2019/01/ApprisalType_Scr2.png" alt="" width="1304" height="515" /></a> | Unchanged: <a href="https:/ /help.goodbookserp.com/wp- content/uploads/ 2019/01/ApprisalType_ Scr2.png"><img class="alignnone size-full wp-image-10367" src="https:// help.goodbookserp.com/wp- content/uploads/ 2019/01/ApprisalType_Scr2.png" alt="" width="1304" height="515" /></a> | ||
| Unchanged: | Unchanged: | ||
| Unchanged: | Unchanged: | ||
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