Hi Guyz,
I am in the process of designing an appraisal system for one of our group company. Being a non-finance person , it will take some time for me to understand the company , joz profile and industry. Also one of the factors is that the staff think they are too happy (few senior guys) with the current system and the need of a new improved one does not arise. The Management and the parent company think otherwise .I am at times stuck as to how to clarify their query. Its a NBFC which deals with forex, Derivatives and interest rates.
Collegues from similar industry can share their inputs as to how to handle the resistence as the information is half baked delaying my process.
Advice inputs, suggestions please.
From India, Mumbai
79I am in the process of designing an appraisal system for one of our group company. Being a non-finance person , it will take some time for me to understand the company , joz profile and industry. Also one of the factors is that the staff think they are too happy (few senior guys) with the current system and the need of a new improved one does not arise. The Management and the parent company think otherwise .I am at times stuck as to how to clarify their query. Its a NBFC which deals with forex, Derivatives and interest rates.
Collegues from similar industry can share their inputs as to how to handle the resistence as the information is half baked delaying my process.
Advice inputs, suggestions please.
From India, Mumbai
Hi Jhuma,
Congrats for the initiative. As you have already got support from Management, it could be easy to launch the new system.
1. Plan for a simple appraisal process
2. Try to target for a goal oriented organization where all employees set goals on a half yearly/annual basis
3. Align key competencies with roles and make it part of appraisal process
4. Collect training needs and feedback on career development as part of appraisal
5. Introduce recommendation channel - appraiser proposes promotion/increment/bonus/re-designation etc. and through reviewer, recommendations reach HR and Board for final approval
6. Introduce weightage for Goals and Competencies for specific roles in the organization
7. Arrive at Final Performance Rating and publish the same to employees
8. Give comprehensive training on the new process to stakeholders as well as employees before launch
Wishing you the very best..
From India, Bangalore
Congrats for the initiative. As you have already got support from Management, it could be easy to launch the new system.
1. Plan for a simple appraisal process
2. Try to target for a goal oriented organization where all employees set goals on a half yearly/annual basis
3. Align key competencies with roles and make it part of appraisal process
4. Collect training needs and feedback on career development as part of appraisal
5. Introduce recommendation channel - appraiser proposes promotion/increment/bonus/re-designation etc. and through reviewer, recommendations reach HR and Board for final approval
6. Introduce weightage for Goals and Competencies for specific roles in the organization
7. Arrive at Final Performance Rating and publish the same to employees
8. Give comprehensive training on the new process to stakeholders as well as employees before launch
Wishing you the very best..
From India, Bangalore
Thanks for your valuable input. If you can also suggest some inputs as to how to manage the resistance. My bottleneck here is lack of complete information that will form the base of my system. The seniors are not giving the download of my dicussion with them and I have a bunch of invariably disinterested and uninformed staff. And I end up beginning from start wherein lot of time is wasted. Staff feel diconnected. I have shared my presentation but what if they are not seen.
Basically I need to captivate their attention and ensure complete information is shared with me.
From India, Mumbai
Basically I need to captivate their attention and ensure complete information is shared with me.
From India, Mumbai
Resistance could be usual..
1. Instead of launching appraisal alone, may be you could first create an ambiance of performance, performance based benefits, transparency etc.
2. Maximum care shall be given not to spread the message “Appraisal is going to increase the workload, to punish the underperformed". Ideal message could be something like “A tool for management to gauge company/group/team/individual performance and help individual to give outstanding performance and add value to self as well as organization"
3. You may introduce appraisal through your in-house HRMS because the automated process can motivate employees to try this and also help to create more confidence in the process.
4. If there is no in-house HRMS, evaluate couple of off the shelf tools and launch it.
5. Ensure training to Business Heads, Appraisers and Employees on appraisal process, well in advance
From India, Bangalore
1. Instead of launching appraisal alone, may be you could first create an ambiance of performance, performance based benefits, transparency etc.
2. Maximum care shall be given not to spread the message “Appraisal is going to increase the workload, to punish the underperformed". Ideal message could be something like “A tool for management to gauge company/group/team/individual performance and help individual to give outstanding performance and add value to self as well as organization"
3. You may introduce appraisal through your in-house HRMS because the automated process can motivate employees to try this and also help to create more confidence in the process.
4. If there is no in-house HRMS, evaluate couple of off the shelf tools and launch it.
5. Ensure training to Business Heads, Appraisers and Employees on appraisal process, well in advance
From India, Bangalore
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.
Job Work-outwork employees.docx