Dignified experts. I'm practicing as an HR professional in the field of the printing industry. Till now, there is no formal appraisal system in the company. I am assigned to create the appraisal system for all categories of employees in my concern. Kindly guide me suitably in this regard.
From India, Tirupur
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From India, Tirupur
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Dear Stalin,
It appears that you do not have a proper policy on Performance Appraisal (PA) in place. When employees join the company, during induction, they should be informed about when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisal may be conducted quarterly. A yearly appraisal cycle is too long. However, salary hikes may be implemented on the 1st of April or 1st of October.
b) For employees who join in between appraisal cycles, the timing of their first PA can be decided in the policy.
c) The percentage of salary hike should be linked to the PA score.
The key point is that PA focuses solely on individual performance. It is essential to go beyond and measure business performance. To achieve this, a well-designed Performance Management System (PMS) policy is necessary. There was a query in this forum regarding PMS, to which I have replied. You can view my response by clicking on the following link:
https://www.citehr.com/511936-pms-company.html
Although the heading of the link mentions IT companies, the information is relevant to all industries. Within the provided link, you will find several other related links. I recommend going through them patiently to enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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8034It appears that you do not have a proper policy on Performance Appraisal (PA) in place. When employees join the company, during induction, they should be informed about when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisal may be conducted quarterly. A yearly appraisal cycle is too long. However, salary hikes may be implemented on the 1st of April or 1st of October.
b) For employees who join in between appraisal cycles, the timing of their first PA can be decided in the policy.
c) The percentage of salary hike should be linked to the PA score.
The key point is that PA focuses solely on individual performance. It is essential to go beyond and measure business performance. To achieve this, a well-designed Performance Management System (PMS) policy is necessary. There was a query in this forum regarding PMS, to which I have replied. You can view my response by clicking on the following link:
https://www.citehr.com/511936-pms-company.html
Although the heading of the link mentions IT companies, the information is relevant to all industries. Within the provided link, you will find several other related links. I recommend going through them patiently to enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Appraisal System.doc
A SIMPLE STUDY ON PERFORMANCE APPRAISAL SYSTEM.ppt