Good afternoon everybody !!!!!!!!!
I am new member of cite HR & I am reading all post regularly
Requesting all of you to give me their inputs regarding below matter.
1.I am working in a very well known corporate/company of India.
2. With in group they have many business and I am HR of one of the Business of this company.
3.CEO freez our PMS ratings and then he further sends to Corp HR, CEO of this business has secretary and due to some personal animates she had recommended him to pull my ratings lowest for previous financial year 2012-2013
4.She is very close to him, & being CEO also he consider all her views.
5.He has communicated same to corp HR team & accordingly they have rated me with lowest ratings.
6.As far as my work is concern they had nothing to say and thus because of that secretary I am bearing huge loss in my career.
7.I want justice and for that Pl help me to write a letter to them with some guide lines
8.In fact just help to get justice from corp HR, as I am not wrong any where from my end.
From India, Mumbai
I am new member of cite HR & I am reading all post regularly
Requesting all of you to give me their inputs regarding below matter.
1.I am working in a very well known corporate/company of India.
2. With in group they have many business and I am HR of one of the Business of this company.
3.CEO freez our PMS ratings and then he further sends to Corp HR, CEO of this business has secretary and due to some personal animates she had recommended him to pull my ratings lowest for previous financial year 2012-2013
4.She is very close to him, & being CEO also he consider all her views.
5.He has communicated same to corp HR team & accordingly they have rated me with lowest ratings.
6.As far as my work is concern they had nothing to say and thus because of that secretary I am bearing huge loss in my career.
7.I want justice and for that Pl help me to write a letter to them with some guide lines
8.In fact just help to get justice from corp HR, as I am not wrong any where from my end.
From India, Mumbai
Dear petitioner,
It is a sad truth that in India, most companies do not follow transparent appraisal system and hence such doubts do creep in.
However would like to ask do you have any proofs to claim that you are rated low because of someone influencing the performance appraising team to rate you low for personal reasons?
It is obvious that we all feel we have contributed the best we can and that the boss will never be satisfied with our work.
However, it is very important to know what are your roles, responsibilities and what are the KRA on the basis of which you and your performance will be judged.
Are you aware of your KRA? Were they communicated to you before you started working or you are assuming what your KRA are?
DId you ask your line manager and concerned authority about where do you lack in your performance so that you can improve it in the coming tenure?
What reasons have been stated?
From India, Mumbai
377It is a sad truth that in India, most companies do not follow transparent appraisal system and hence such doubts do creep in.
However would like to ask do you have any proofs to claim that you are rated low because of someone influencing the performance appraising team to rate you low for personal reasons?
It is obvious that we all feel we have contributed the best we can and that the boss will never be satisfied with our work.
However, it is very important to know what are your roles, responsibilities and what are the KRA on the basis of which you and your performance will be judged.
Are you aware of your KRA? Were they communicated to you before you started working or you are assuming what your KRA are?
DId you ask your line manager and concerned authority about where do you lack in your performance so that you can improve it in the coming tenure?
What reasons have been stated?
From India, Mumbai
Dear Ankita,
Thanks for your views.
Pl find blew details as required.
Bad thins is that every body from top to bottom knows the truth.
I am not the 1st victim, infact many other colleagues of mine have also gone through this, they were transferred to un wanted locations with in a group.
Yes dear being professional HR I do understand importance of KRA and as per the process we have standard online form of KRA which all needs to fill.
Goal setting before appraisal, mid year review and in march end Year end evaluation.
I do have my pervious year KRA form with my responsibilities details & YEE form also.
And as far as line manager is concern he reports to CEO and indirectly his secretary also so for his betterment he follows secretary's orders.
Regards,
Asha
From India, Mumbai
Thanks for your views.
Pl find blew details as required.
Bad thins is that every body from top to bottom knows the truth.
I am not the 1st victim, infact many other colleagues of mine have also gone through this, they were transferred to un wanted locations with in a group.
Yes dear being professional HR I do understand importance of KRA and as per the process we have standard online form of KRA which all needs to fill.
Goal setting before appraisal, mid year review and in march end Year end evaluation.
I do have my pervious year KRA form with my responsibilities details & YEE form also.
And as far as line manager is concern he reports to CEO and indirectly his secretary also so for his betterment he follows secretary's orders.
Regards,
Asha
From India, Mumbai
Dear Asha,
Irrespective of designations, experience and responsibilities the employees' KRA and related appraisal factors are bound to undergo changes in large corporates as the management, the market dynamics and HR practices undergo the evolution. It is an issue where some one at junior level can contest the higher ups.Do not get into loggerhead with top management. The best way to understand the situations is to study the performance Vs expectations and discuss the issues with your immediate or reporting superiors. Even inn any best HR practice, certain amount of unintentional imbalance will be there. No employer is perfect and no one employee is perfect in all respects.
Above all in career journey, you need to cross the milestones which are sometimes easy and some times the road ahead is of full of potholes. When you smooth ride you take pride, owe to your self. Similarly when it is rough ride too you need to introspect and owe it to your self. When the tough gets going, going gets tough. Stay on and observe. If you say you loose so much just think how much is so much? Politics, back biting, side lining, over looking are all part and parcel of every day management. As long as do not spell out openly with or without intention,you do not land into troubles. Be patient. This is the one trait that many of the present generation managers and leaders do not possess.
All the best.
V. Rangarajan. (MIRA) chennai.
From India, Pune
Irrespective of designations, experience and responsibilities the employees' KRA and related appraisal factors are bound to undergo changes in large corporates as the management, the market dynamics and HR practices undergo the evolution. It is an issue where some one at junior level can contest the higher ups.Do not get into loggerhead with top management. The best way to understand the situations is to study the performance Vs expectations and discuss the issues with your immediate or reporting superiors. Even inn any best HR practice, certain amount of unintentional imbalance will be there. No employer is perfect and no one employee is perfect in all respects.
Above all in career journey, you need to cross the milestones which are sometimes easy and some times the road ahead is of full of potholes. When you smooth ride you take pride, owe to your self. Similarly when it is rough ride too you need to introspect and owe it to your self. When the tough gets going, going gets tough. Stay on and observe. If you say you loose so much just think how much is so much? Politics, back biting, side lining, over looking are all part and parcel of every day management. As long as do not spell out openly with or without intention,you do not land into troubles. Be patient. This is the one trait that many of the present generation managers and leaders do not possess.
All the best.
V. Rangarajan. (MIRA) chennai.
From India, Pune
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