What would HR do, If employee is not happy with his appraisal and do not accept the appraisal letter.
From India, Indore
From India, Indore
Dear Member,
It is the role of HR to convince and support the employee post appraisal process.
Its the HR who needs to sit with an employee and try to persuade him / her as to what were the reason for low increment. HR needs to explain the outcomes of the appraisal and the management's point of view for the increment finalisation.
This discussion needs a postive enrgy from HR, excellent convincing skills and also to control and keep the environment calm.
From India, Mumbai
393It is the role of HR to convince and support the employee post appraisal process.
Its the HR who needs to sit with an employee and try to persuade him / her as to what were the reason for low increment. HR needs to explain the outcomes of the appraisal and the management's point of view for the increment finalisation.
This discussion needs a postive enrgy from HR, excellent convincing skills and also to control and keep the environment calm.
From India, Mumbai
HR must have one to one discussion with all employees who are dis satisfied and try to convince them to look at the broader picture and think of longer term in the organization rather than looking for appraisal of single year.
My blogs on Java, Health Beauty Fitness
Interview Questions | Java @ Desk
Health Beauty Fitness
From India, Mumbai
My blogs on Java, Health Beauty Fitness
Interview Questions | Java @ Desk
Health Beauty Fitness
From India, Mumbai
Dear Friends,
Greetings for the day !!
Hope you all are doing well !!
I am working on appraisal forms for my organisation .Would request you all kindly share the appraisal formats to get it done asap. Looking forward for a positive revert from your end.
My email address is
Thanks & Regards,
Amandeep Singh.
From India, Amritsar
Greetings for the day !!
Hope you all are doing well !!
I am working on appraisal forms for my organisation .Would request you all kindly share the appraisal formats to get it done asap. Looking forward for a positive revert from your end.
My email address is
Thanks & Regards,
Amandeep Singh.
From India, Amritsar
Thank you all for your comments...
But I had done all the interaction and motivational talks with the employee but still he is not accepting the revised salary as according to him it is low but as per his performance, the appraisal process has been done in the right way.
Therefore, I need to know what steps management should take now.
From India, Indore
But I had done all the interaction and motivational talks with the employee but still he is not accepting the revised salary as according to him it is low but as per his performance, the appraisal process has been done in the right way.
Therefore, I need to know what steps management should take now.
From India, Indore
HR Compensation & Benefits team also needs to analyse his salary with the market salary (as per your specific industry) and arrive to decision. If his position is critical to the company and his performance also at Meets Expectation (or) Good level, then, the management may need to arrive to decision as per market and performance based increment.
Nellaiappan S Pillai
From United Arab Emirates, Dubai
Nellaiappan S Pillai
From United Arab Emirates, Dubai
Please do an appraisal review process. If HR is fully convinced that appraisal process
is carried out in a right manner, (without any ambiguity),, then
call the employee and hold a discussion and convince him to accept the rating awarded to him
and salary increase related to that particular rating.
If it is found that he has potential to further groom, direct the appraiser/department manager
to restructure the KRAs so that he will get a challenging target and also get a good
increase next time.
Thanks
R K Nair
From India, Aizawl
is carried out in a right manner, (without any ambiguity),, then
call the employee and hold a discussion and convince him to accept the rating awarded to him
and salary increase related to that particular rating.
If it is found that he has potential to further groom, direct the appraiser/department manager
to restructure the KRAs so that he will get a challenging target and also get a good
increase next time.
Thanks
R K Nair
From India, Aizawl
There are two parts that you need to consider
a > Performance review
b> Increment
If employee is not satisfied with the review of performance : Please have a discussion with employee on performance parameters and achievements with examples. Based on expectations versus actual delivery - you will need to convince employee , specifically if force-fitting has been done.
Increment : Please have a discussion on performance as related to increment , salary band , market value.
Based on above the two of you should reach some conclusion . In case employee still refuses. Please ask him to write that he refuses to accept the letter , and sign and attach to personal file/ in database.
Employee will not get the new salary as he has not accepted.
From India, Pune
a > Performance review
b> Increment
If employee is not satisfied with the review of performance : Please have a discussion with employee on performance parameters and achievements with examples. Based on expectations versus actual delivery - you will need to convince employee , specifically if force-fitting has been done.
Increment : Please have a discussion on performance as related to increment , salary band , market value.
Based on above the two of you should reach some conclusion . In case employee still refuses. Please ask him to write that he refuses to accept the letter , and sign and attach to personal file/ in database.
Employee will not get the new salary as he has not accepted.
From India, Pune
Hello,
PA is always a motivational part of employment but in this kind of situation it gets negative. where Hr role starts. Now as you mentioned that you had an interaction with him, but still he is not accepting the letter. You have to show them the remarks and his performance which is remarked by reporting managers. you know here sometime in his work employee had given good efforts but didn't get the result so he think that managers are monitoring his efforts towards work so obviously they will appraise but on the other hand his colleagues had given less efforts and got results which noticed and they got appraisal. so kind of situation might be employee is facing. you can re consider his performance graph and sit with reporting managers and clear the reasons why they gave such kind of remarks and apart from performance there are few other attributes which you can consider in his appraisal and if possible and you find out his loyalty and dedication towards work then you can re consider his appraisal part but this is only when you will unable to convince him on this present one.
It's not that hard just show him his performance graph. Don't compare his performance with other employees which communicating with him and motivate him with his strengths so that he give results soon and in next appraisal he'll get a good increment. or my friend Pranati.R had suggested you. in that it'll be his loss and he'll be demotivated with that. so you can just show him this side also but I would not suggest to do it.
Thanks
From India, Gurgaon
PA is always a motivational part of employment but in this kind of situation it gets negative. where Hr role starts. Now as you mentioned that you had an interaction with him, but still he is not accepting the letter. You have to show them the remarks and his performance which is remarked by reporting managers. you know here sometime in his work employee had given good efforts but didn't get the result so he think that managers are monitoring his efforts towards work so obviously they will appraise but on the other hand his colleagues had given less efforts and got results which noticed and they got appraisal. so kind of situation might be employee is facing. you can re consider his performance graph and sit with reporting managers and clear the reasons why they gave such kind of remarks and apart from performance there are few other attributes which you can consider in his appraisal and if possible and you find out his loyalty and dedication towards work then you can re consider his appraisal part but this is only when you will unable to convince him on this present one.
It's not that hard just show him his performance graph. Don't compare his performance with other employees which communicating with him and motivate him with his strengths so that he give results soon and in next appraisal he'll get a good increment. or my friend Pranati.R had suggested you. in that it'll be his loss and he'll be demotivated with that. so you can just show him this side also but I would not suggest to do it.
Thanks
From India, Gurgaon
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Artifical Intelligence in HR Process-Article .pdf
HR Recruitment Process 112304.doc