How to get perfect Performance Appraisal System

One of the important functions of Human Resources Department is organizing to conduct the Performance Appraisal for all staff. It is necessary to measure the actual performance of the individual staff and comparing the setting standard for every jobs so that we can monitor the continuous improvement of staff motivations that we want.

It is Not Perfect System

There are a varieties of Performance Appraisal system and their forms using at various organizations. But I thought that most of them are not perfect system to measure fairly.

Obviously comparing the performance who perform the same jobs can be judged easily and correctly. But for different jobs and functions, it is not easy to judge correctly by using same performance appraisal system and forms  for all.

Therefore I wonder – which appraisal system and forms are better to measure correctly and fairly. It is very important because the result of appraisal report will be used for performance related bonus and salary increment. These all are intending to improve staff motivation.

As far as I know most of the Human Resources Department use the same forms and same procedure for performance appraisal for all in organization. Although some HRD use  different forms for different level (grade), but not for different department or units or sections. As my opinion, using same procedure and same forms for all are not appropriate.

Different Appraisal System for Different Functional Sections ???

So I thought it is more appropriate to do in different appraisal system and forms for different Functional Departments. The functional department measure and compare the performance among each others in the departments or sections.

Then Human Resources Department should consider by comparing the total performance of various departments or achievements of the departments by viewing as the whole.

Again the individual under the department should be justified their value of performance related to the performance of department so that you can get the real value of the performance worth for rewards.

It is only my thought.  Because I did not satisfy the use of single performance appraisal procedure and forms for everybody.

Who use different systems for difference?

Do you know who are using that kind of difference procedure and different forms for different sections?

I really want to know what will be happened if we use multiple forms and procedures for different individuals.

What can be downside of it?

• Very complicated?
• Appraiser and appraisees misunderstand and disagree because it can be difficult to judge whether it is fair or not.
• Will the rewards (bonus, salary) be different?
• What else?

What ?

• So – How can we set a perfect Appraisal System?