Hi!,
I think best idea is keep apprisal yearly two times and consider all the employee for apprisal and come out with the hike no( 0 to 15%) based on the market,person criticality and no of months he/she has served in the company.
That way you are always at per market and meeting the employee's expectation too.
In this specific case you sit with the employee and tell him that your
company staying will be considered as 1.2 years and convince hom hat he will get a good hike too.
regards
patra
From India
1I think best idea is keep apprisal yearly two times and consider all the employee for apprisal and come out with the hike no( 0 to 15%) based on the market,person criticality and no of months he/she has served in the company.
That way you are always at per market and meeting the employee's expectation too.
In this specific case you sit with the employee and tell him that your
company staying will be considered as 1.2 years and convince hom hat he will get a good hike too.
regards
patra
From India
Hi Sujata,
When a person is selected and is given the offer he is normally briefed about the policies and the appraisal cycle as well. i think you should stick to the company's policy and not go as per this new employee demands.
I am sure if you give him a raise there will be questioning glance from other employees which will be really difficult to answer unless he was told that if you perform well you will be appraised or unless its a critical position that he filled.
Hope this helps.
Regards
Anandita
From India, Mumbai
When a person is selected and is given the offer he is normally briefed about the policies and the appraisal cycle as well. i think you should stick to the company's policy and not go as per this new employee demands.
I am sure if you give him a raise there will be questioning glance from other employees which will be really difficult to answer unless he was told that if you perform well you will be appraised or unless its a critical position that he filled.
Hope this helps.
Regards
Anandita
From India, Mumbai
HI sujatha,
Whatever Sujatha saie i agree with that,if the candidate is worth and we can go with that,for bigh things we may go with HR policies.
and
if we replace the candidate or employee ,ie different matter,so we can discuss with TL or PM ,then we can take decision.
cheers
venkat
From India, Hyderabad
Whatever Sujatha saie i agree with that,if the candidate is worth and we can go with that,for bigh things we may go with HR policies.
and
if we replace the candidate or employee ,ie different matter,so we can discuss with TL or PM ,then we can take decision.
cheers
venkat
From India, Hyderabad
Hi sujatha, His appraisal has to be done in june as there is no way to do an appraisal for a person within 6 months as there is nothing u can judge him on. Regards Kavana
From India, Ghaziabad
From India, Ghaziabad
performance appraisal has to be conducted atleast twice before the mid of the year,because evaluating the performance of the employee is very important for him to identify his work potential during that period.
Hello Sujatha:
After having read all the comments, I would like to put accross my opinion. What ever decision you would take should be in the light of the vision of your HR dept. Secondly, systems are made for our convenience and we should not let them become our masters or rather we should not become their slaves. We should leave some scope for flexibility if it serves the HR & Co.'s purpose. Flexibility again does not mean changing the system every other day but in such a case when the retention of a particular employee becomes very important for the company and the system becomes a hindrance then I guess you should take liberty to deviate from it.
However, you are a better judge to take the decision as you are facing the problem.
All the best.
SAI_KIRAN
From India, Hyderabad
After having read all the comments, I would like to put accross my opinion. What ever decision you would take should be in the light of the vision of your HR dept. Secondly, systems are made for our convenience and we should not let them become our masters or rather we should not become their slaves. We should leave some scope for flexibility if it serves the HR & Co.'s purpose. Flexibility again does not mean changing the system every other day but in such a case when the retention of a particular employee becomes very important for the company and the system becomes a hindrance then I guess you should take liberty to deviate from it.
However, you are a better judge to take the decision as you are facing the problem.
All the best.
SAI_KIRAN
From India, Hyderabad
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Performance Appraisal Form for Staff.doc