Hello Friends,
I am Priya, working with IT Company. I would like to collect comments / suggestions from all seniors in regards of Employee Appraisal.
As we all knows that appraisals of employees are a very confidential aspect for management, but for employees it is not. Employees use to leak information about their increments in 5 minutes.
So, I would like to know that what the purpose to hide these types of details from employees, when in any case they has to leak these type of information in few minutes.
In big companies HR people use to issue increments letter to the employees, sometime they arrange face to face interaction for conveying the same. I would like to ask from all that what is the use to waist HR time in such activity when in any case employees will leak information about their increments to their Co-Team Members/ friends. .
Waiting for comments / suggestions.
Thanks
Priya.
From India, Delhi
I am Priya, working with IT Company. I would like to collect comments / suggestions from all seniors in regards of Employee Appraisal.
As we all knows that appraisals of employees are a very confidential aspect for management, but for employees it is not. Employees use to leak information about their increments in 5 minutes.
So, I would like to know that what the purpose to hide these types of details from employees, when in any case they has to leak these type of information in few minutes.
In big companies HR people use to issue increments letter to the employees, sometime they arrange face to face interaction for conveying the same. I would like to ask from all that what is the use to waist HR time in such activity when in any case employees will leak information about their increments to their Co-Team Members/ friends. .
Waiting for comments / suggestions.
Thanks
Priya.
From India, Delhi
Hi Priya ! :)
I agree completely with you what you have said .But in real practise,though the appraisee says about his ratings,it happens with some cases.Generally people may or may not disclose their appraisal with their colleagues.In appraisal you find many people ratingstheir factors on self appraisal and there may be some discussions on their work,manager's feedback,productivity etc,for this no one discusstheir persoanl ratings and thei one to one interaction with the co-workers.The HR doesnt reveals the information thinking that it is their one's feeling whether to say or not.It is the employee's personal emotions about to share theitr ratings with others.We cannot haveany law or any condition on their disclosure of appraisal meetings
Kind regards,
rAMu
7I agree completely with you what you have said .But in real practise,though the appraisee says about his ratings,it happens with some cases.Generally people may or may not disclose their appraisal with their colleagues.In appraisal you find many people ratingstheir factors on self appraisal and there may be some discussions on their work,manager's feedback,productivity etc,for this no one discusstheir persoanl ratings and thei one to one interaction with the co-workers.The HR doesnt reveals the information thinking that it is their one's feeling whether to say or not.It is the employee's personal emotions about to share theitr ratings with others.We cannot haveany law or any condition on their disclosure of appraisal meetings
Kind regards,
rAMu
Dear Priya and Ramu
In Schools,some times they display marks in the notice board. Just ask those who have scored low marks or who have score fail marks. They feel bad. they feel secluded. they feel depressed.
Just imagine a situation that the organisation displays in the notice board all Ratings from A to E(From excellent to bad) Even those average performers would feel bad and it will demoralise the entire workforce.
If I rate an employee bad, and if he chooses to disclose the same to others, it is his or her choice. In case if the Management asks the employee to resign, he can still put up a bold face saying that he has abetter offer and hence quitting.If the Management decides to disclose in public, their career will be at risk
I hope you appreciate
Siva
From India, Chennai
In Schools,some times they display marks in the notice board. Just ask those who have scored low marks or who have score fail marks. They feel bad. they feel secluded. they feel depressed.
Just imagine a situation that the organisation displays in the notice board all Ratings from A to E(From excellent to bad) Even those average performers would feel bad and it will demoralise the entire workforce.
If I rate an employee bad, and if he chooses to disclose the same to others, it is his or her choice. In case if the Management asks the employee to resign, he can still put up a bold face saying that he has abetter offer and hence quitting.If the Management decides to disclose in public, their career will be at risk
I hope you appreciate
Siva
From India, Chennai
Hey guys,
I think we need to discuss another major issue here. Principally speaking, appraisals are not solely the platform for an increment or a raise, which they have unfortunately become.
An appraisal is meant for the boss to comment on an employees round-the-year performance in a face to face interaction, to chart out the path for further progress, to highlight both the achievements and the failures and to motivate the employees for better performance.
In fact, some companies, in their retention bid, have started giving more than the one mandatory appraisal in a calender year.
I personally feel that the appraisal portion should be kept a confidential affair, and the raise portion can be made public without hurting anyone, as everyone does know "Kaun kitne paani mein Hai" or what is his or her actual worth!
Comments invited.
Regards
Navinder
From India, Delhi
I think we need to discuss another major issue here. Principally speaking, appraisals are not solely the platform for an increment or a raise, which they have unfortunately become.
An appraisal is meant for the boss to comment on an employees round-the-year performance in a face to face interaction, to chart out the path for further progress, to highlight both the achievements and the failures and to motivate the employees for better performance.
In fact, some companies, in their retention bid, have started giving more than the one mandatory appraisal in a calender year.
I personally feel that the appraisal portion should be kept a confidential affair, and the raise portion can be made public without hurting anyone, as everyone does know "Kaun kitne paani mein Hai" or what is his or her actual worth!
Comments invited.
Regards
Navinder
From India, Delhi
Hi All,
Thanks for adding your comments. But don’t you think that employee should follow the instructions of HR. If HR is strictly saying that "you don’t have to disclose your salary / increments details to other", but still some employee don’t care about that.
I am not denying from your point of views I know that this is important to keep secret these types of details but WHY ALWAYS HR HAS TO FACE THESE TYPES OF CRISES. When employee don’t care about us then why WE ALL care about them??????
“Suddenly one employee would come up and say that you have given Rs. 1000 increment to my colleague while I am getting Rs. 800 and we are doing same type of activity”.
Please participate.
Regards,
Priya.
From India, Delhi
Thanks for adding your comments. But don’t you think that employee should follow the instructions of HR. If HR is strictly saying that "you don’t have to disclose your salary / increments details to other", but still some employee don’t care about that.
I am not denying from your point of views I know that this is important to keep secret these types of details but WHY ALWAYS HR HAS TO FACE THESE TYPES OF CRISES. When employee don’t care about us then why WE ALL care about them??????
“Suddenly one employee would come up and say that you have given Rs. 1000 increment to my colleague while I am getting Rs. 800 and we are doing same type of activity”.
Please participate.
Regards,
Priya.
From India, Delhi
Hi
It is too philosophical to talk about appraisals are not meant only for increase.Let us be realistic. Why should i be appraised if I am not given a reward or punishment. In fact it serves two major purposes
1. Reward and punishment
2. Training need identification
But I strongly feel it really does not serve any purpose on training need analysis. It is better to delink Training need analysis from Performance Appraisal
Siva
From India, Chennai
It is too philosophical to talk about appraisals are not meant only for increase.Let us be realistic. Why should i be appraised if I am not given a reward or punishment. In fact it serves two major purposes
1. Reward and punishment
2. Training need identification
But I strongly feel it really does not serve any purpose on training need analysis. It is better to delink Training need analysis from Performance Appraisal
Siva
From India, Chennai
Thanx for keeping this alive. Siva's comments are appreciated - well that's the trend, right?
At the cost of sounding old-fashioned, I would still back my earlier comments.
What reward/punishment has to be given, has to be given or taken anyway. However, the crux of the appraisal, which is meant for your development, is to know what part of yourr effort has worked towards your growth and what part has worked against it. That will lead to introspection , self analysis, and self-improvement.
MORE Comments invited please..this is getting interesting. Thanx to Priya.
Navinder
From India, Delhi
At the cost of sounding old-fashioned, I would still back my earlier comments.
What reward/punishment has to be given, has to be given or taken anyway. However, the crux of the appraisal, which is meant for your development, is to know what part of yourr effort has worked towards your growth and what part has worked against it. That will lead to introspection , self analysis, and self-improvement.
MORE Comments invited please..this is getting interesting. Thanx to Priya.
Navinder
From India, Delhi
Priya
You are very impatient
It is important from your view point
But it has to be important from the readers view point!!!
is it not...........
And similaraly appraisal of mine is imporatnt to me
:D :D :D
Siva
From India, Chennai
You are very impatient
It is important from your view point
But it has to be important from the readers view point!!!
is it not...........
And similaraly appraisal of mine is imporatnt to me
:D :D :D
Siva
From India, Chennai
hii priya
this is in repsone to ur query
There is format which has to be followed and we all are follwing the format .
We all do WHAT is written in the Manual .. and we dont ask questions why we doing this ..
the same is the case with appraisals of employees .It is written in the manual of management that it should be kept confidential.. SO IT IS KEPT CONFIDENTIAL ....
Manual says and we do and no question asked ...just look into arears of ur Life we you follow that Manual .. you'll get a answer ....
we all know there is a better way of doing a thing but we only do what is written in a manual .....
WELL I ASSISTED IN A TRAINING AND DEVELOPMENT COMPANY and i wanted to acknowledge a particpant for what she created for me .... but i was not allowed to do that because it's not in the manual.....
i hope clear ur query....
Manish Awasthi
Born with a passion to Touch lives .....
From India, Pune
this is in repsone to ur query
There is format which has to be followed and we all are follwing the format .
We all do WHAT is written in the Manual .. and we dont ask questions why we doing this ..
the same is the case with appraisals of employees .It is written in the manual of management that it should be kept confidential.. SO IT IS KEPT CONFIDENTIAL ....
Manual says and we do and no question asked ...just look into arears of ur Life we you follow that Manual .. you'll get a answer ....
we all know there is a better way of doing a thing but we only do what is written in a manual .....
WELL I ASSISTED IN A TRAINING AND DEVELOPMENT COMPANY and i wanted to acknowledge a particpant for what she created for me .... but i was not allowed to do that because it's not in the manual.....
i hope clear ur query....
Manish Awasthi
Born with a passion to Touch lives .....
From India, Pune
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.