Mr. Dhingra,
My method will give fair performance rating to all the employees which has been followed by many companies.
You are still trying to pointing out the mistake (as per your view) and never given a useful solution.
If you think I'm misguiding with so called "Negative Mind" and please guide with a right solution with a "Positive Mind".
If you think I'm following an "arbitrarily designed conventional method", provide a right method.
These are my only questions for you from the beginning.
From India, Chennai
100My method will give fair performance rating to all the employees which has been followed by many companies.
You are still trying to pointing out the mistake (as per your view) and never given a useful solution.
If you think I'm misguiding with so called "Negative Mind" and please guide with a right solution with a "Positive Mind".
If you think I'm following an "arbitrarily designed conventional method", provide a right method.
These are my only questions for you from the beginning.
From India, Chennai
Mr. Saravana,
You have still avoided to give reply on my pertinent point about rule of law on which your advice was based, by merely trying to provoke me in the name of guiding with positive solution. I don't think you are so ignorant that you don't understand the definition of "year" (calendar or financial year) on which the company business is based is transacted.
I wonder, if you have not been able to take the clue that the Performance Appraisal Review should also be based on the specific year on which the company business is transacted. Your all times evasive replies made it clear that you preferred to stress upon your own conventional and arbitrary methods of running the HR at your own whims & fancy without developing a transparent and uniform system of work and monitoring system, which can cause hazards not only in the function of HR, itself, but for other company executives also just keeping their eye towards the HR when their performance would be caused to be reviewed and when not, instead of concentrating on their jobs. Probably, you don't know, postponements can also cause forgetfulness of HR executives to undertake timely review for the postponed cases, if no fixed time frame is set, thereby becoming a cause of complaint & murmuring against the HR professionals and with ultimate dissatisfaction of the affected persons, as well as the complaint handler bosses with undue waste of their time in handling complaints of dissatisfied workers.
Anyway, you can live with your own perceptions sans any logic or rule of law.
From India, Delhi
You have still avoided to give reply on my pertinent point about rule of law on which your advice was based, by merely trying to provoke me in the name of guiding with positive solution. I don't think you are so ignorant that you don't understand the definition of "year" (calendar or financial year) on which the company business is based is transacted.
I wonder, if you have not been able to take the clue that the Performance Appraisal Review should also be based on the specific year on which the company business is transacted. Your all times evasive replies made it clear that you preferred to stress upon your own conventional and arbitrary methods of running the HR at your own whims & fancy without developing a transparent and uniform system of work and monitoring system, which can cause hazards not only in the function of HR, itself, but for other company executives also just keeping their eye towards the HR when their performance would be caused to be reviewed and when not, instead of concentrating on their jobs. Probably, you don't know, postponements can also cause forgetfulness of HR executives to undertake timely review for the postponed cases, if no fixed time frame is set, thereby becoming a cause of complaint & murmuring against the HR professionals and with ultimate dissatisfaction of the affected persons, as well as the complaint handler bosses with undue waste of their time in handling complaints of dissatisfied workers.
Anyway, you can live with your own perceptions sans any logic or rule of law.
From India, Delhi
Dear Author
In absence of clarity from your side on the company policy I would like to put my views as below :-
1. The review of the employee will not change, whether you appraise the employee before proceeding on leave or after proceeding on leave as there will be no contribution from the employee during the leave period.
2. To maintain uniformity and ease of working it is suggested that the appraisal takes place before the employee proceeds on leave as this will help you in HR budgeting, promotions and other vertical or lateral movements in the organisation.
3. You may make the increment, promotion or any other decision effective from the date of re-joining of the employee.
From India, Mumbai
In absence of clarity from your side on the company policy I would like to put my views as below :-
1. The review of the employee will not change, whether you appraise the employee before proceeding on leave or after proceeding on leave as there will be no contribution from the employee during the leave period.
2. To maintain uniformity and ease of working it is suggested that the appraisal takes place before the employee proceeds on leave as this will help you in HR budgeting, promotions and other vertical or lateral movements in the organisation.
3. You may make the increment, promotion or any other decision effective from the date of re-joining of the employee.
From India, Mumbai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
How to Conduct 180 360 degree Appraisals.doc