Beauté Boutique Human Assets Assessment and

Development Planning Form

Employee Name : Job Title :
Department : Date of joining:
Total Points :

Objectives of HAADP process:

• To assess past level of goal achievement and identify development needs.

• To involve employee and supervisor in identifying future performance goals.
• To encourage leader – follower communication.
• To check Beauté Boutique growth and employee’s contribution to it.

Instructions – Read Carefully:

• This appraisal form should be filled with the concerned reporting head. The Appraise should be
given adequate time to review appraisal and discuss with the reporting head in an atmosphere of privacy.
• Carefully analyze the person’s overall job performance and traits. Do not make a snap judgment.
• Concerned head of the department should set main objectives for each employee. These objectives
are subject to be reviewed every half year i.e. end of March as well as end of September
• Column A to be filled by Appraisee, Column B to be filled in by immediate reporting head Column
C has to be filled in by Head of the department or Head- Retail Operation after consulting with reporting
head / HOD. D is the final calculation will be done by HR

PART 1: Part one consist Key Result/ Responsibility Area of employee as expected by ACPL

Key Result area will be specified by reporting head and HR will input this in this form.

1 KEY RESPONSIBILITY AREA RESULTS ACHIEVED Max Marks (A) (B) (C) (D)
(PSI FOR SALES TEAM TO BE
ATTACHED IN SEPARATE
SHEET)
a
b
c

d
e
f
g
h
i
j
k

1
PART 2: Part 2 relates to competencies required other than the KRAs to judge employee’s performance
2 Job Knowledge MAX APPRAISEE(A) APPRAISER(B) REVIEWER(C) FINAL POINTS (D)
a Job Knowledge 5
b Analysis of Problem & 10
Suggestions for work
improvement
c Follow up of proper 5
Procedure
d Accuracy, Precision, 5
Thoroughness
&Neatness
e Reliability & Decision 5
Making
3 QUANTITY OF
WORK
a Priority Setting 5
b Amount of work 10
Completed
c Adherence to Work 5
Schedule
4 APPROACH TO
WORK
a Initiative& 5
Innovativeness
c Planning 5
e Following Instructions 5
f Regular Attendance& 5
Discipline( including
punctuality)
5 INTER PERSONAL
SKILLS
a Interaction with 5
others(superiors, co-
workers &other staffs)
b Team Work(Team 10
participant,
contribution and
commitment to team
success)
6 COMMUNICATION
a Ability to convey 5
thoughts &feelings
with clarity (both
written and verbal)
7 ORGANISATION
CULTURE
a Integrity , Loyalty& 5
Organizational Ethics
c Follows Organizational 5
Policies and Procedures
Total 100

2
PART 3: Part 3 relates to Major achievement of employee during October 01, 2010 to 31st March 2011

Sr. Your major achievement / Initiatives (To be Remarks of reporting head

No. specified by employee) and how organization
benefited from it

3
 MUTALLY AGREED TARGETS FOR April 01, 2011 TO SEPTEMBER 30, 2011

Objective of the organization :

Mission statement :

Vision statement :

Objective of the department :

Sr. Management expectation Objective set up Agreed by Timeline/ % achieved signature

No. by HOD employee deadline for
objective
1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

13.

14.

15.

16

P.S.: Employee need to retain the copy and check their progress. HR will maintain data of deadline given to employee and keep
the same in record. During next appraisal, this sheet will be KRAs of concerned employee.

4
 YOUR TRAINING FEEDBACK/NEED FOR THE YEAR

Please give below the details of all the programmes attended by you from April 01, 2010 to 28.02.2011
(Induction, Learning session, Seminars, Conferences, Service specific or any other
External or Internal training programmes)
Date Nature of the Particulars of the Facilitator Effectiveness of the
programme programme programme

Please specify areas where you would need inputs by way of training (both professional & personal
development). Also specify what would be your efforts in developing yourself in these areas.
S No Training need My commitment/efforts Remarks (HOD/Reporting
Senior)

Do you have any professional membership? If, so give details.

This review has been discussed with me by HR and my reporting head.

Signature & Date: ___________________________ _______________________________

(Appraise) (Appraiser)

5
Signature & Date: ___________________________ _______________________________
(Head- Retail Operation) (Human Resources)

D= 20% (Sum Total of A)+40%(Sum Total of B)+40% (Sum Total of C)

Grading

 90%- 100% Outstanding

Performance is exceptional and far exceeds expectations. Consistently demonstrates
excellent standards in all job requirements.

 76%-89% Very Good

Performance is consistent, and exceeds expectations in all situations; need to be
placed in appropriate job role.

 60%-75% Good
Performance is consistent. Clearly meets essential requirements of job, need to plan
for his next role.

 45%-59% Fair
Performance is satisfactory. Meets requirements of the job.

 31%-44% Needs Improvement

Performance is inconsistent. Meets requirements of the job occasionally. Supervision
and training is required for most problem areas. If employee doesn’t show
improvement even after training, need to be terminated or transferred to other
department. (Termination should be last action)

 0%-30% Unsatisfactory
Performance does not meet the minimum requirements of the job. Employee need to
be terminated

Final decision:
Grade achieved : % increment approved :______(Fixed)____
(incentive)

Promotion to : next designation:

Approver’s name : Signature: Designation:

Appraisal effective from :