Difficulty of Conducting Performance Apprasals in an R&D Organisation

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Difficulty of Conducting Performance Apprasals in an R&D Organisation
s c narang, HR Consultant, India

The work of an R&D organisation cannot be defined precisely at the beginning of a year. This poses challenges for mid year and end of year assessments, especially if the work of organisation is on frontier technologies like at NASA. Further the work of scientists is creativity and innovation-oriented and any attempt to review their performance should not backfire in terms of results.
Should we create a work culture of creativity, innovation and self-introspection rather than put such people on defensive during a performance review session? Can somebody share their experiences and suggestions in carrying out performance appraisals in R&D organisations, besides resorting to open performance appraisals in place of confidential PA systems?

Performance Appraisal in R & D and Similar Organizations
Anyebe, Peter, HR Consultant, Nigeria
It is because of organizations like these that we developed the value creation model at Agape Consultants.
Performance is evaluated on the reward model by comparing the expected with the observed; according to the processes adopted at work.
You may call the basis for the model a culture of creativity, innovation and self-introspection like you suggested.
The person appraised does not need to have concluded any particular assignments for the year. You may wish to read more about this model in the View on my Personal Page.



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