ABB PDA Training

 

Welcome to "PDA Training"!

 

The Performance and Development Appraisal (PDA) is ABB’s global process for appraising talent and performance and is a core element of employee development at ABB.

 

Overview of PDA in ABB

Introduction of PDA

  • The Performance and Development Appraisal (PDA) is ABB’s global process for appraising talent and performance and is a core element of employee development at ABB.
  • The annual PDA process provides feedback on performance from the past year as well as an opportunity to discuss professional aspirations and development possibilities to reach career goals.

How the PDA process will help employee in is professional development?

  • The Performance & Development Appraisal (PDA) accomplishes several key goals each year for both ABB and employees:
  • It provides employees an opportunity to evaluate their own individual performance and establish professional aspirations for themselves. It helps ensure that their individual targets are aligned with ABB business goals.

What is cycle of PDA process in ABB?

  • The PDA Cycle will be January to December of every calendar year

Who is eligible for Performance Development & Appraisal (PDA)?

  • All the active employees of ABB.

What is cycle of PDA process in ABB?

  • The PDA Cycle will be January to December of every calendar year
  • The PDA Cycle will be March to April of every calendar year

What is cycle of PDA process in ABB?

  • The PDA Cycle will be January to December of every calendar year
  • The PDA Cycle will be march to April of every calendar year

Employee Self-appraisal

What is Employee Self Appraisal

The employee self appraisal is a part of Performance development & appraisal (PDA) employees begin with a self-appraisal, reviewing progress over the past year before setting targets and development actions for the coming year.

Can you define the role of employee Self-Appraisal in PDA and how does it works?

  • How have I achieved these, what have my behaviours been compared to what we agreed?
  • What worked well, what was satisfactory and what could be improved?
  • What were my key individual achievements?
  • How have I managed challenges?
  • How have I built on successes?
  • Have there been any changes in the business strategy or context which might have made these goals irrelevant or impossible to achieve?

How you will ensure that employee reflects on above mentioned areas in employee self-appraisal:

Employee self-appraisal form will allow the employee to review his previous year targets and rate the performance for the same and In ABB we have classified the targets into two types;

  • Business Targets
  • Behavioral Targets 

As you mentioned above classification, is there any Minimum/standard number of targets to defined in each category

      Exactly you’re correct it’s mandatory to define maximum of 5 Business targets and 3 Behavioral targets for every employee.

What is mean by Business & Behavioral targets and how does it will help employee in performance appraisal;

Business targets should correspond to business results within the employee’s role and should be in line with the organization’s goals. The employee will initially propose targets which will then be reviewed by the manager, forming part of the agenda for the appraisal discussion. The manager can then give input as to the business targets for the year in order to align the employee’s targets with the overall business goals.

Note: When setting Business Targets, it is important to ensure they are SMART (Specific, Measurable, Achievable, Relevant and scheduled to be completed within a given Timeframe).

Who will define the targets for employee;

    The employee will initially propose targets which will then be reviewed by the manager, forming part of the agenda for the appraisal discussion. The manager can then give input as to the business targets for the year in order to align the employee’s targets with the overall business goals.

Is there any option for employee to review his overall development for the past year

   Yes, In this case development targets tab will play vital role and it will allow the employee to review his previous year developments and Suggest Development Targets for the next year, employee should propose the development plan for the same, in order to achieve the targets.

Can you please tell me, what would be the platform for employee to express about is professional aspirations & career plans

Good question, in employee self-appraisal we have tab for career and this section allows employees add their career expectations, functional expectations both short and long-term, and the manager then comments and documents the agreed actions. This is a good point at which the manager can discuss with the employee how they see their potential.

Good you option for career aspirations and how about the targeted position opting option and employee geographical preference;

we to have option for this in employee self-appraisal, The Global Mobility section captures whether the employee is willing to relocate, and whether there are any geographical restrictions or preferences on this movement

Do you any option for Where employee can give overall comments about the PDA

    Yes, employee can add overall comments as free text in the last part of the PDA template. The Country Specific Box provides flexibility to the countries by allowing one predefined question. 

matching PDA

  • PDA
    PDA
  • PDA
    PDA

What is ABB logo?

ABB full form

  • ASEA Brown Boveri
  • America Brown Boveri

Performance Review

Why employee need the performance review and how does it help employee;

Performance Review facilitates the outcome of the discussion about the employees’ performance during the previous year and it will help to employee on below areas;

ØHelps align business goals > functional goals with individual goals

ØEmployee can initiate the process

ØOpportunity to acknowledge employee contribution.

ØProvides feedback to employee to improve their performance

ØHelps to bridge the perception gaps between manager and employee

ØImproves working relationship

ØMeasures employee performance

ØThere may be other pain points in specific countries (ex- Review is not for admonition but for recognition and identifying development opportunities)