I am working in a IT Company as HR Manager.We do not have an process of Appraisal & Usually salary increased by the recommendation of HOD.Top management sits with hod & appraisals done.This time we want to have an systematic appraisal process.I have KRA 'S of each positions in my company .What should be next step for Performance Appraisal process?
From India, New Delhi
1From India, New Delhi
I have provided with appraisal form to fill but I don’t know what to do the appraiser is not helping me at all please help me to get out of this mess
From Uganda
From Uganda
This link may be of use to you : http://www.citehr.com/amp.php%3Ft%3D...DmGKY4&cf=1
From India, Chennai
From India, Chennai
Dear friend,
What is your product or service? 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.
[i]The most important thing is obtaining buy-in from top management on this policy. It should not remain just on the paper.
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
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
To know more about instituting PMS in the company, you click here to refer my past post.
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.
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of.
Thanks,
Thanks,
Dinesh Divekar
From India, Bangalore
What is your product or service? 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.
[i]The most important thing is obtaining buy-in from top management on this policy. It should not remain just on the paper.
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
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
To know more about instituting PMS in the company, you click here to refer my past post.
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.
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of.
Thanks,
Thanks,
Dinesh Divekar
From India, Bangalore
Hi All,
This is mahendra from Hyderabad. without any self appraisal form , how HR, Manager and CEO decide, how much % appraisal will give to Employees,without taken by employees selfappraisal form.
i would like to know how to prepare such document.need that appraisal form format.
can any one help to prepare New Template for Appraisal Form.
Regard's
Mahendra
From India
This is mahendra from Hyderabad. without any self appraisal form , how HR, Manager and CEO decide, how much % appraisal will give to Employees,without taken by employees selfappraisal form.
i would like to know how to prepare such document.need that appraisal form format.
can any one help to prepare New Template for Appraisal Form.
Regard's
Mahendra
From India
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.
5 Step EI Model.ppt