Hey guys,
Plz provide your valuable suggestion. I have recently joined an IT firm & i have to prepare an Performance Evaluation System with correct parameters for software developers with different levels. I don\'t know how to prepare it.
Plz help me.
From India, Delhi
Plz provide your valuable suggestion. I have recently joined an IT firm & i have to prepare an Performance Evaluation System with correct parameters for software developers with different levels. I don\'t know how to prepare it.
Plz help me.
From India, Delhi
Dear Rachna,
It appears that you do not have proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself they should be told that when their appraisal will take place. The salient features of policy could be as below:
a) Appraisal may be done quarterly. Appraisal cycle of one year is too long. Nevertheless, salary hike may be done a son 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take that can be decided in the policy.
c) % of salary hike should be linked to the score of PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
7736It appears that you do not have proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself they should be told that when their appraisal will take place. The salient features of policy could be as below:
a) Appraisal may be done quarterly. Appraisal cycle of one year is too long. Nevertheless, salary hike may be done a son 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take that can be decided in the policy.
c) % of salary hike should be linked to the score of PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Rachna,
I presume you have the basic templates in place. I would suggest you differentiate software engineers on the basis of technical or techno-supervisory or managerial or techno-managerial and so forth. This you can derive from their KPIs
This should help you to a reasonable extent. I am not sure how much this suggestion helps. feel free to ask questions
From India, Madras
I presume you have the basic templates in place. I would suggest you differentiate software engineers on the basis of technical or techno-supervisory or managerial or techno-managerial and so forth. This you can derive from their KPIs
This should help you to a reasonable extent. I am not sure how much this suggestion helps. feel free to ask questions
From India, Madras
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.
Career - How to Prepare Your Curriculum Vitae (Revised Ed McGraw Hill).pdf