Sample Of Appraisal Form For Employee: Fill & Download for Free

This is not so. The career in HR is open to both.Let us try to understand this in detail.As you may know that Human Resource Department in a modern organisation has many functions like:RecruitmentInductionTrainingEmployee EngagementAppraisalSuccessionComplianceAdministrationIf you look at each of the above functions in depth, you will find that to discharge these functions, no particular gender can be said to have any extra edge over the other.Also if you take a random sample of 50 medium to large size good companies around you, you will find that there are almost equal number of men as well as women working in HR Deptt., who have done MBA in HR.At least this is my view as a HR Consultant with many years of experience. For more details you may refer to related articles on my blog.

Here’s the Future Oriented Method of performance appraisal1. Management By Objectives: It means management by objectives and the performance is rated against the achievement of objectives stated by the management. MBO process goes as under.Establish goals and desired outcomes for each subordinateSetting performance standardsComparison of actual goals with goals attained by the employeeEstablish new goals and new strategies for goals not achieved in previous year.Advantage – It is more useful for managerial positions.Disadvantages – Not applicable to all jobs, allocation of merit pay may result in setting short-term goals rather than important and long-term goals etc.2. Psychological Appraisals: These appraisals are more directed to assess employees potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance. This approach is slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depend upon the skills of psychologists who perform the evaluation.3. Assessment Centers: This technique was first developed in USA and UK in 1943. An assessment center is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviors across a series of select exercises or work samples. Assessees are requested to participate in in-basket exercises, work groups, computer simulations, role playing and other similar activities which require same attributes for successful performance in actual job. The characteristics assessed in assessment center can be assertiveness, persuasive ability, communicating ability, planning and organizational ability, self confidence, resistance to stress, energy level, decision making, sensitivity to feelings, administrative ability, creativity and mental alertness etc. Disadvantages – Costs of employees traveling and lodging, psychologists, ratings strongly influenced by assessee’s inter-personal skills. Solid performers may feel suffocated in simulated situations. Those who are not selected for this also may get affected.Advantages – well-conducted assessment center can achieve better forecasts of future performance and progress than other methods of appraisals. Also reliability, content validity and predictive ability are said to be high in assessment centers. The tests also make sure that the wrong people are not hired or promoted. Finally it clearly defines the criteria for selection and promotion.4. 360-Degree Feedback: It is a technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self. In fact anyone who has useful information on how an employee does a job may be one of the appraisers. This technique is highly useful in terms of broader perspective, greater self-development and multi-source feedback is useful. 360-degree appraisals are useful to measure inter-personal skills, customer satisfaction and team building skills. However on the negative side, receiving feedback from multiple sources can be intimidating, threatening etc. Multiple raters may be less adept at providing balanced and objective feedback.Source: https://www.linkedin.com/pulse/20141030184448-208256548-hrm-performance-appraisal-methodsCheck out the latest software for performance appraisal at Top Performance Management system.

Due diligence is an investigation or audit of a potential investment or product to confirm all facts, such as reviewing all financial records, plus anything else deemed material. It refers to the care a reasonable person should take before entering into an agreement or a financial transaction with another party. Due diligence can also refer to the investigation a seller does of a buyer; items that may be considered are whether the buyer has adequate resources to complete the purchase, as well as other elements that would affect the acquired entity or the seller after the sale has been completed.As you may know you can hire companies like #KPMG, #Deloitte, #BDO. They do due diligences but they aren't cheap.I would suggest hire your own team ( Corporate Accountant / Corporate Lawyer)Checklist Due Diligence:1.Introduction1.1.Teaser/Expose1.2.Information Memorandum1.3.Management Presentation1.4.Vendor Due Diligence Report1.5.Draft SPA2.Business2.1.General Information2.1.1.Company Structure2.1.2.Overview Products / Services2.1.3.Overview Global Activities2.1.4.Corporate Vision and Mission2.1.5. CVs of Key Personel2.1.6. Market Definition and Segmentation2.1.7. Memberships in Associations2.1.8. Intercompany Relationships2.1.9. List of Participations2.2. Strategy2.2.1. Strategic Plan2.2.2. Competition Analysis2.2.3. Market Research and Marketing Studies2.2.4. List of Acquisitions and Disposals2.3. Sales and Marketing2.3.1. Description Sales Organization2.3.2. Description Marketing Organization2.3.3. Sales Literature and Forms2.3.4. Standard Customer Contracts2.3.5. List of 20 largest Customers/Channels2.3.6. Sales Alliances2.3.7. Backlog Development2.3.8. Company Publications2.3.9. Customer Complaint Reports and Management2.3.10. Customer Satisfaction Surveys2.4. Operations2.4.1. Facilities and Manufacturing Sites2.4.2. Capacity Management2.4.3. Procurement Organization and Process2.4.4. Major suppliers2.4.5. Form of Standard Purchase Order2.4.6. Quality Management2.4.7. EHS Management System2.4.8. Desaster Recovery Plans2.5. R&D2.5.1. Description R&D Organization2.5.2. R&D Strategy and Roadmap2.6. IT2.6.1. Overview IT Organization2.6.2. List of pending IT Projects2.6.3. Overview of Software used2.7. Environmental2.7.1. Environmental Reports2.7.2. List of Hazardous Materials handled2.7.3. Schedule of Incidents3. Legal3.1. Corporation3.1.1. Legal Company Structure3.1.2. Corporate History3.1.3. Ownership3.1.3.1. Lists of all current Shareholders3.1.3.2. Cap Table3.1.3.3. Samples of Common and Preferred Stock Certificates3.1.3.4. Stock Option Plans3.1.3.5. Convertible Debt Agreements3.1.3.6. Copies of any Voting Trust Agreements3.1.4. Corporate Documents3.1.4.1. Trade Register Excerpts3.1.4.2. Business Registration3.1.4.3. Licenses, Permits and Certificates3.1.4.4. Shareholders' Agreement3.1.4.5. Articles of Incorporation3.1.4.6. By-laws3.1.4.7. Partnership or JV Agreements3.1.4.8. Securities Issuances3.1.5. Governance3.1.5.1. List of all Officers and Directors3.1.5.2. Reporting to the BOD and Shareholders3.1.5.3. Minutes of Meetings3.2. Contracts3.2.1. Material Supplier Agreements3.2.2. Material Customer Agreements3.2.3. Licensing and Reseller Agreements3.2.4. List of outstanding Leases3.2.5. Guarantees given by the Company3.2.6. Credit Agreements3.2.7. Contracts with Change of Control Clauses3.2.8.Other Material Contract3.3.Disputes3.3.1.Current Litigations3.3.2.Threatened Litigation3.3.3.Litigation Settlement Documents3.3.4.Warranty Claims3.4.Compliance3.4.1.Description of Risk Management System3.4.2.Overview Compliance Program3.4.3.Restrictions of doing Business3.4.4.Compliance with Licences, Permits and Certificates3.4.5.Business with Embargo Countries3.4.6.Notices received from goverment organizations3.5.Intellectual Property3.5.1.Patents, Trademarks, Copyrights, Domaines & Social Media acc.3.5.2.Out-licensing Technology Agreements3.5.3.In-licensing Technology Agreements3.5.4.Software Escrow Agreements3.5.5.Sponsored Research Agreements3.5.6.Correspondence from 3rd Parties regarding Infringements3.6.Insurance3.6.1.List and details of Insurance Policies3.6.2.List of past material Insurance Claims3.7.Real Estate3.7.1.Deeds3.7.2.Leases of Real Property3.7.3.Copies of Appraisals4.Financials4.1.Financial System4.1.1.Overview Accounting System4.1.2.Accounting Principles4.1.3.Overview of Reporting Structures, Departments, etc4.1.4.Annual Planning and Forecasting Procedures4.1.5.Treasury4.2.Financial Statements4.2.1.Annual Financial Statements - consolidated4.2.2.Annual Financial Statements - Companies4.2.3.Managements Correspondence with Auditors4.2.4.Off-Balance-Sheet Items4.2.5.Top 20 Accounts Payable4.2.6.Top 20 Accounts Receivable4.2.7.List of fixed Assets4.2.8.List of other Assets and other Liabilities4.2.9.List of financial Investments and Securities4.2.10.Documentation Impairment Tests4.2.11.Bad Debt Development4.2.12.Details on Year-End Provision and Accruals4.3.Management Reporting4.3.1.Current Management Reporting4.3.2.Interim financial Statements4.3.3.Current Budget and Forecast4.3.4.Historic Budget vs. Actuals4.4.Business Plan4.4.1.Current Business Plan4.4.2.Details planned Capital Expenditures4.5.Financing4.5.1.Bank Accounts and short-term Investments4.5.2.Loan Agreements and other Debt Instruments4.5.3.Finance and Operating Lease Agreements4.5.4.Shareholder Loans4.6.Taxation4.6.1.Tax Accounts4.6.2.Tax Returns4.6.3.Notifications by Tax Authorities4.6.4.Private Tax MattersFuture home of 5.hr5.1.Overview5.1.1.List and Details on Employees5.1.2.Employee Handbook5.1.3.Overview Workers Representation5.1.4.Union and Collective Workers Agreements5.1.5.List of HR Litigations5.1.6.Invention Assignment Agreements5.1.7.Non Compete Agreements5.2.Compensation5.2.1.List and Details of Compensation5.2.2.Bonus Plans, Retirement Plans, Pension Plans, Deferred Compensation Plans5.2.3.Owners Compensation5.2.4.Valuation Report Pensions5.3.Contracts5.3.1.Contracts of Key Employees5.3.2.Standard Working Contracts