Hello All,
I work for a mid size IT company . WE do not have any policies, procedures. Though it is a limited company, It is as good as a propritary shop. The Director doesn't want the policies to come up but want the appraisal system in a different manner. No KRA's are set nor approved, Please help me how to do the appraisal system. As it is 1.5 yrs since the appraisals are done.
I am giving them the templates but there is no way we can measure the software engineers work in terms of timesheets etc...
I am fed up. I am not productive here.
Regards
sherry
From India, Hyderabad
I work for a mid size IT company . WE do not have any policies, procedures. Though it is a limited company, It is as good as a propritary shop. The Director doesn't want the policies to come up but want the appraisal system in a different manner. No KRA's are set nor approved, Please help me how to do the appraisal system. As it is 1.5 yrs since the appraisals are done.
I am giving them the templates but there is no way we can measure the software engineers work in terms of timesheets etc...
I am fed up. I am not productive here.
Regards
sherry
From India, Hyderabad
If you are feeling that you are not productive, better to search for job elsewhere. Not all companies would be following structured appraisal and won't be giving hike every year. I wonder how do you retain employees, probably you can expect a huge turnover once the market is up. So better to discuss with your promoters and plan out people strategies
From India, Bangalore
192From India, Bangalore
please give me some ideas as to how to convince the management . there is a lot of demoralisation among the staff. Unable to retain.
I suggested the management atleast to have a all hands meet and inform them that monetary hike may be less but atleast the feedback on performance would be done and the same would be an indicator in the next cycle.
Management is not willing to do that.
From India, Hyderabad
I suggested the management atleast to have a all hands meet and inform them that monetary hike may be less but atleast the feedback on performance would be done and the same would be an indicator in the next cycle.
Management is not willing to do that.
From India, Hyderabad
If management is looking at better performance and if unfortunately they are not in a position to give a hike immediately, why don't they conduct performance appraisal process and revise compensation structure by clubbing performance pay
From India, Bangalore
From India, Bangalore
In the absence of Policies the value for money as percieved by the proprieter guides the business strategy. Some proprieters are good salesmen themselves but need good resources to perform tasks on time. whoever does, get paid more.
So Identify the parameters based on Productivity, Schedule and Quality of Task/ Deliverable, Communication to Management, Involvement in multiple Assignments, Learning new technology / certifications, Interaction with other team members and colleagues, Availability for support on other projects ( i.e. apart form the project working on), Flexibility to work late hours, etc. I'm sure your management would be happy to have these parameters used to evaluate all the employees, because many of them are value for money they spend on salaries. Any other parameters are reqiured which are unrelated to these, then I'm afraid you are at a wrong place and should start looking for a new Job immediately.
As a HR professional you have to have a clear agenda for the appraisal activity. this list should help. I assume your template already covers man yof these.
Award of increment / promotion is decided by management. So you have little control on that. Just plan and execute the appraisal activity. that makes things easier for you.
Hope this helps.
Praveen
From United States, Ogden
So Identify the parameters based on Productivity, Schedule and Quality of Task/ Deliverable, Communication to Management, Involvement in multiple Assignments, Learning new technology / certifications, Interaction with other team members and colleagues, Availability for support on other projects ( i.e. apart form the project working on), Flexibility to work late hours, etc. I'm sure your management would be happy to have these parameters used to evaluate all the employees, because many of them are value for money they spend on salaries. Any other parameters are reqiured which are unrelated to these, then I'm afraid you are at a wrong place and should start looking for a new Job immediately.
As a HR professional you have to have a clear agenda for the appraisal activity. this list should help. I assume your template already covers man yof these.
Award of increment / promotion is decided by management. So you have little control on that. Just plan and execute the appraisal activity. that makes things easier for you.
Hope this helps.
Praveen
From United States, Ogden
Hi Sherry,
I agree with Praveen. You need to first lay down the ground details for the appraisal activities. Identify the various roles and levels and each group can then put down their KRA.. Without KRA's how are employees sure of what is expected out of them!!
You can then identify the paramenters and scales for the evaluations and the type of appraisal you need to follow.
In a way you may take this as an opportunity to set policy and procedures here and believe me its a ton of experince!
Rgds,
Payal.
From India, Mumbai
I agree with Praveen. You need to first lay down the ground details for the appraisal activities. Identify the various roles and levels and each group can then put down their KRA.. Without KRA's how are employees sure of what is expected out of them!!
You can then identify the paramenters and scales for the evaluations and the type of appraisal you need to follow.
In a way you may take this as an opportunity to set policy and procedures here and believe me its a ton of experince!
Rgds,
Payal.
From India, Mumbai
Hello Praveen and Payal,
Thank you for our suggestions. I started working on what Praveen mentioned in sync with what I have already designed.
However, My boss is not agreeing. She says we need to things differently and is not sure of what she means.
Well, I am not sure if I am being challeged for my creativty or she doesn't have a clue of what she wants.. ( Sorry to mention this :-()
Well, let me get back to you with an update.
Thanks once again.
Sherry
From India, Hyderabad
Thank you for our suggestions. I started working on what Praveen mentioned in sync with what I have already designed.
However, My boss is not agreeing. She says we need to things differently and is not sure of what she means.
Well, I am not sure if I am being challeged for my creativty or she doesn't have a clue of what she wants.. ( Sorry to mention this :-()
Well, let me get back to you with an update.
Thanks once again.
Sherry
From India, Hyderabad
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Performance Appraisal Form for Staff.doc