Dear Seniors,
I am seeking your kind help,as in my organization I am required to design an increment policy.
we have no performance management system.only sales people are assigned sales ctargets.
for other employees, it is upto Director's descretion to grant increment.
Even if I start designing PMS, it will take time and I am in urgent need of streamlining increments.
Kindly help....!
Regards,
Archana
From India, Pune
4I am seeking your kind help,as in my organization I am required to design an increment policy.
we have no performance management system.only sales people are assigned sales ctargets.
for other employees, it is upto Director's descretion to grant increment.
Even if I start designing PMS, it will take time and I am in urgent need of streamlining increments.
Kindly help....!
Regards,
Archana
From India, Pune
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...uery=Increment
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
Mohamed Sardhar
91 93831 93832[/b][/color]
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...uery=Increment
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
Mohamed Sardhar
91 93831 93832[/b][/color]
From India, Coimbatore
a) start with KPI for all the positions wherein there are none..
b) next, you may calculate efficiency based on time/ cost for each activity after mapping key processses..
c) also prepare detailed work activities of each person n the time allocated monthly in nos of hours for the same
when you see a gradual shift in management/ employee perception then introduce a PMS..
initially it may backfire as some people who are industrious and dont get a good increment may feel disillusioned with HR deptt itself
surya
From India, Delhi
b) next, you may calculate efficiency based on time/ cost for each activity after mapping key processses..
c) also prepare detailed work activities of each person n the time allocated monthly in nos of hours for the same
when you see a gradual shift in management/ employee perception then introduce a PMS..
initially it may backfire as some people who are industrious and dont get a good increment may feel disillusioned with HR deptt itself
surya
From India, Delhi
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INCREMENT LETTER.doc