Working as an employee in legal department from last 2 years.
There were no appraisal from last Two Years . Only few of them got the appraisal.
My question is that is the Pvt. Company are legally bound to give appraisal for every employee & at what percentage.
I want the Legal grounds or any relevant cases by Hon'ble SC for the same.
Thanks in advance
From India, Mumbai
There were no appraisal from last Two Years . Only few of them got the appraisal.
My question is that is the Pvt. Company are legally bound to give appraisal for every employee & at what percentage.
I want the Legal grounds or any relevant cases by Hon'ble SC for the same.
Thanks in advance
From India, Mumbai
You mean 'appraisal' is Performance Appraisal. This is not a requirement under any law! This is only a documentation process, to decide on employees' performance and promotion potential, if any, to decide enhancement of Salary / perks / promotion / additional responsibility etc.
From India, Madras
294From India, Madras
Dear colleague,
Having good employee performance appraisal and feedback system in private sector, is one of the sound human resource practices but it is not legally mandated.
Therefore, there are no chances of any legal case having travelled to any court ,let alone to the Supreme Court.
Regards,
Vinayak Nagarkar
HR -Consultant
From India, Mumbai
Having good employee performance appraisal and feedback system in private sector, is one of the sound human resource practices but it is not legally mandated.
Therefore, there are no chances of any legal case having travelled to any court ,let alone to the Supreme Court.
Regards,
Vinayak Nagarkar
HR -Consultant
From India, Mumbai
Periodical performance appraisal decides the life and career of the employee. Every aspect in his career is based on the appraisals of the official superior(s). As such, the appraisals are of civil consequences to the employee. The principles of natural justice requires that the employees need to taken into confidence of every aspect that is of critical importance to their life and career. In my understanding, this could be a valuable tool in HR Management.
May be there are no statutory requirements in law; but that does not impede the managements in evolving healthy human development tools and practices.
In fact, it is norm in public services that adverse remarks in Annual Confidential Reports ACR) needs to be communicated ; public servants have the opportunity to represent and seek legal remedies in exceptional cases. Since 2009, the ACRs have become Annual Performance Appraisal Reports (APAR) and the entire Reports are being communicated, based on the law declared by the Apex Court.
From India, Kochi
May be there are no statutory requirements in law; but that does not impede the managements in evolving healthy human development tools and practices.
In fact, it is norm in public services that adverse remarks in Annual Confidential Reports ACR) needs to be communicated ; public servants have the opportunity to represent and seek legal remedies in exceptional cases. Since 2009, the ACRs have become Annual Performance Appraisal Reports (APAR) and the entire Reports are being communicated, based on the law declared by the Apex Court.
From India, Kochi
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