Hi All, I am facing a very different problem, as I am working as HR Officer in an IT base company. We are facing 18% turnover in our R&D, the top management has found the problem in performance management system because there was no appraisal before, and decided to introduce new appraisal system, and asked me to create the appraisal form. Please suggest and share the appraisal form for the IT firm.
Regards, Nabeel
From Pakistan, Lahore
1Regards, Nabeel
From Pakistan, Lahore
Dear Nabeel,
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
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
Thank you sir for such a kind reply, I want to ask few things from you
a) how to design the KPI and KRA in a firm where there is no HR before few months.
b) on immediate basis what can we do to resolve the issue.
As i did the whole project by myself of the turnover, What else I can do till the proper establishment of PA.
From Pakistan, Lahore
a) how to design the KPI and KRA in a firm where there is no HR before few months.
b) on immediate basis what can we do to resolve the issue.
As i did the whole project by myself of the turnover, What else I can do till the proper establishment of PA.
From Pakistan, Lahore
Dear Nabeel,
Paragraph-wise replies are as below:
a) how to design the KPI and KRA in a firm where there is no HR before few months.
Comments: - Designing KPIs and KRAs scientifically is no easy task. Long experience is no guarantee for acquiring competence in designing KPIs and KRAs. To design measures of performance, you need to identify parameters of business performance then department's performance and then individual performance. If doing all this were to be that easy then your organisation would have done it long ago. This is where need arises to take help of expert who has handled PMS in different industries.
b) on immediate basis what can we do to resolve the issue.
Comments: - There are no shortcuts gentleman. You have witnessed 18% attrition rate in sensitive department like R and D and yet you wanted to do something on "immediate basis". Have you calculated at least tangible costs of attrition if not intangible ones? Cost of hiring consultant would have been far smaller than cost of attrition. Once again I recommend you going through the link provided of my past rely and understand the gravity of instituting PMS.
c) As i did the whole project by myself of the turnover, What else I can do till the proper establishment of PA.
Comments: - Good to note that you have initiated the project on attrition analysis. But then what is revenue lost because of attrition could you find out that? You need to hire the consultant. If you wish to hire my services then you do so. You may click here to know more about my services.
Thanks,
Dinesh Divekar
From India, Bangalore
Paragraph-wise replies are as below:
a) how to design the KPI and KRA in a firm where there is no HR before few months.
Comments: - Designing KPIs and KRAs scientifically is no easy task. Long experience is no guarantee for acquiring competence in designing KPIs and KRAs. To design measures of performance, you need to identify parameters of business performance then department's performance and then individual performance. If doing all this were to be that easy then your organisation would have done it long ago. This is where need arises to take help of expert who has handled PMS in different industries.
b) on immediate basis what can we do to resolve the issue.
Comments: - There are no shortcuts gentleman. You have witnessed 18% attrition rate in sensitive department like R and D and yet you wanted to do something on "immediate basis". Have you calculated at least tangible costs of attrition if not intangible ones? Cost of hiring consultant would have been far smaller than cost of attrition. Once again I recommend you going through the link provided of my past rely and understand the gravity of instituting PMS.
c) As i did the whole project by myself of the turnover, What else I can do till the proper establishment of PA.
Comments: - Good to note that you have initiated the project on attrition analysis. But then what is revenue lost because of attrition could you find out that? You need to hire the consultant. If you wish to hire my services then you do so. You may click here to know more about my services.
Thanks,
Dinesh Divekar
From India, Bangalore
Hello all, I am Nabeel and working for an IT company, we are working on the employee turnover in our R&D section. for this we need to conduct a semi-qualitative study, as we have done our SPSS analysis but confused about the unstructured interviews for the focus group study. list of our variables has given below:
Dependent Variable:
Turnover Intention
Independent Variable:
Compensation & Benefits
Supervisor Support
Career Development
Performance Appraisal and Feedback.
I will be thankful to you if you will share your knowledge with us, and share some templates of unstructured interviews. Thanks
From Pakistan, Lahore
Dependent Variable:
Turnover Intention
Independent Variable:
Compensation & Benefits
Supervisor Support
Career Development
Performance Appraisal and Feedback.
I will be thankful to you if you will share your knowledge with us, and share some templates of unstructured interviews. Thanks
From Pakistan, Lahore
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