I had to start the system of appraisal of the employees, now My query is :
How beneficial is the appraisal system to the company, Is it really going to affect the employees as this company is already doing increment annually depending on the performance but nothing is documented as such? So please let me know how effective is the implementation of Appraisal system in a documented format to the company and the employees
From India, Mumbai
How beneficial is the appraisal system to the company, Is it really going to affect the employees as this company is already doing increment annually depending on the performance but nothing is documented as such? So please let me know how effective is the implementation of Appraisal system in a documented format to the company and the employees
From India, Mumbai
Dear S, Chopra,
Yes appraisal system in a scientific way with proper documentation is indeed necessary. It let companies to monitor their employees performance in a systematic way which is very necessary for any business productivity. It also eliminates any sense of discrimination or favoritism which an employee can feel if appraisal system does not go in systematic order.
Regards,
Umm-E-Abdullah
From Pakistan, Karachi
65Yes appraisal system in a scientific way with proper documentation is indeed necessary. It let companies to monitor their employees performance in a systematic way which is very necessary for any business productivity. It also eliminates any sense of discrimination or favoritism which an employee can feel if appraisal system does not go in systematic order.
Regards,
Umm-E-Abdullah
From Pakistan, Karachi
A PMS will enable you :
1) to arrive at rational criteria in deciding the quantum of salary hikes;
2) to find out the areas of weakness of an employee and address them;
3) to know the nature of skills that are available with you - you can prepare a skills inventory;
4) to assess training needs of employees;
5) to identify star performers and recommend them for promotions;
6) depending up on the size of the organisation, to help deploying employees at the point of need having regard to teh competencies and skills.
Hope this helps.
B.Saikumar
.
From India, Mumbai
1) to arrive at rational criteria in deciding the quantum of salary hikes;
2) to find out the areas of weakness of an employee and address them;
3) to know the nature of skills that are available with you - you can prepare a skills inventory;
4) to assess training needs of employees;
5) to identify star performers and recommend them for promotions;
6) depending up on the size of the organisation, to help deploying employees at the point of need having regard to teh competencies and skills.
Hope this helps.
B.Saikumar
.
From India, Mumbai
Appraisal, which is based on completion of assigned goals, and not based purely on the rating of skills & competencies, should be used as an input for deciding annual increments.
You may study the 'Performance Edition' of 'EmpXtrack' to be more clear on the subject. Many IT companies have benefited by utilizing this concept.
From India, Delhi
You may study the 'Performance Edition' of 'EmpXtrack' to be more clear on the subject. Many IT companies have benefited by utilizing this concept.
From India, Delhi
Thank you all for your valuable inputs, since I need to design the System of Performance evaluation , Will it be same to all staff or job specific
If it has to be job specific then
1) What will be general parameters and job specific parameters
2) In an IT company where the timely completion of project is very important, what importance is to be given to the punctuality because if the staff is staying late how important is coming on time for the duty.
3) Should the appraisal of staff be done at one particular time or it varies for each employee, when we tried to do at one time , There was lot of resentment among staff, in that case how to convince staff that appraisal will be done only at one particular time.
Regards
S. Chopra
From India, Mumbai
If it has to be job specific then
1) What will be general parameters and job specific parameters
2) In an IT company where the timely completion of project is very important, what importance is to be given to the punctuality because if the staff is staying late how important is coming on time for the duty.
3) Should the appraisal of staff be done at one particular time or it varies for each employee, when we tried to do at one time , There was lot of resentment among staff, in that case how to convince staff that appraisal will be done only at one particular time.
Regards
S. Chopra
From India, Mumbai
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