Hello Friends,
Could you please give me examples where
1. performance appraisal has actually helped employees by increasing their satisfaction levels and motivating them....
or
2. has left them thoroughly dissatisfied....
I would be grateful if u could give me cases (fictional or otherwise).
From India, Ahmadabad
hii neha,
performance appraisal can be satisfactory for those who r rewarded in any terms but not 4 those who r not..
i was once conversing with a very senior person who is an employee of a very reputed firm at senior level.. he wasn't appraised upto d level 4 which he worked as his boss wasn't on best of terms with d top mgmt but he duly deserved it.. he's now planning to leave d company.. this has left him dissatisfied...
even after receiving an appraisal there r people who r dissatisfied as in most of d companies POST APPRAISAL FEEDBACK is lacking, that is they r not told that on what basis r they ranked n appraised AND where do they need to improve..
hope this helps u..
regards
ritu
From India, Indore
performance appraisal can be satisfactory for those who r rewarded in any terms but not 4 those who r not..
i was once conversing with a very senior person who is an employee of a very reputed firm at senior level.. he wasn't appraised upto d level 4 which he worked as his boss wasn't on best of terms with d top mgmt but he duly deserved it.. he's now planning to leave d company.. this has left him dissatisfied...
even after receiving an appraisal there r people who r dissatisfied as in most of d companies POST APPRAISAL FEEDBACK is lacking, that is they r not told that on what basis r they ranked n appraised AND where do they need to improve..
hope this helps u..
regards
ritu
From India, Indore
Hi Neha,
One of the factors of attrition is not getting satisfied monitory benefits in appraisal.
And in today's scenario in IT industry, almost all the technical people want minimum 30-40 % raise, which is not acceptable across the organization, so those who are deserving get it (pls. read it as very few employees) and rest all (pls. read it as the larger chunk) don’t and thus dissatisfied try to leave, some get new job some don’t so stick with the current org, with very low motivation to work. Not very sure how one can motivate these employees.
Regards
Swapna
From India, Mumbai
3One of the factors of attrition is not getting satisfied monitory benefits in appraisal.
And in today's scenario in IT industry, almost all the technical people want minimum 30-40 % raise, which is not acceptable across the organization, so those who are deserving get it (pls. read it as very few employees) and rest all (pls. read it as the larger chunk) don’t and thus dissatisfied try to leave, some get new job some don’t so stick with the current org, with very low motivation to work. Not very sure how one can motivate these employees.
Regards
Swapna
From India, Mumbai
Hi Neha,
The basic fundamental about PMS is if you run PMS for employee satisfaction, it will never be successful and will remain as activity (as mentioned in your second para).
If PMS is used as Business model (to roll out as policy deployment of business strategies) then it's a business process and not HR process only. then success rate is very high. secondly we need to use this model for employee development and not for appraising them for deciding increment.
It is very difficult to takne out all subjectivity of PMS even Smart goal but by introducing this as business model you can make it more objective than subjective.
Regards,
AJay
From Sweden
The basic fundamental about PMS is if you run PMS for employee satisfaction, it will never be successful and will remain as activity (as mentioned in your second para).
If PMS is used as Business model (to roll out as policy deployment of business strategies) then it's a business process and not HR process only. then success rate is very high. secondly we need to use this model for employee development and not for appraising them for deciding increment.
It is very difficult to takne out all subjectivity of PMS even Smart goal but by introducing this as business model you can make it more objective than subjective.
Regards,
AJay
From Sweden
The prime question here is whether HR really plays role in performance appraisal ? or it is just a process of form filling and decision taken for those who are working with the management and satisfaction of mgt.commitee.
If P.A. system is open, i.e. there are declaration of company goals, the declaration to employees for the expectations, regular assessments, targets and achievements, discussion with empolyee about appraisal (both pre appraisal and post appraisal ). If points for better appraisal and proper appraisals are made clear, dissatifactions does not arise.
The natural way to removal of dissatifaction is to give a chance to express openion about appraisal. Sometimes it turns out to be dangerous, but in a longer run it helps the orgenisation. Particularly, when the person is appraised and rewarded, still he has dissatisfaction, this process helps to person as well as orgenisation.
Thanks & regards..
From India, Ahmadabad
If P.A. system is open, i.e. there are declaration of company goals, the declaration to employees for the expectations, regular assessments, targets and achievements, discussion with empolyee about appraisal (both pre appraisal and post appraisal ). If points for better appraisal and proper appraisals are made clear, dissatifactions does not arise.
The natural way to removal of dissatifaction is to give a chance to express openion about appraisal. Sometimes it turns out to be dangerous, but in a longer run it helps the orgenisation. Particularly, when the person is appraised and rewarded, still he has dissatisfaction, this process helps to person as well as orgenisation.
Thanks & regards..
From India, Ahmadabad
Neha, With above questions, attached a doc for handling performance problem- a part of extract from information shared on web. Thanks & regards, -Hiren Pandya
From India, Ahmadabad
From India, Ahmadabad
hmm .... now i m a bit confused about what u ve said Ajay.. how is it possible to use pms as a business model.. isnt it just an evaluation tool..... :?
From India, Ahmadabad
From India, Ahmadabad
Hi Neha,
Yes PMS is a strong business model. Meaning we at HR should introduce this process as business process, the following flow chart will take out your confusion hopefully.
Business Strategy (Three Years)
Organisation Goals MD’s Goal (current year)
Functional goals
Managers Goal
Team Goal
Supported by Training & Development
Six Monthly reviews
Yearly review
What Am saying here is yes it is a evaluation tool but not only employee evaluation but also business. Secondly, my suggestion to you is do not use this tool as only evaluation tool. it is tool for identification of training and development plan, it is tool which can be used for your career management in the organisation.
when I say business model, it is nothing but connecting people to business goal and this is nothing but taking all employees towards "one direction"
regards,
Ajay
From Sweden
Yes PMS is a strong business model. Meaning we at HR should introduce this process as business process, the following flow chart will take out your confusion hopefully.
Business Strategy (Three Years)
Organisation Goals MD’s Goal (current year)
Functional goals
Managers Goal
Team Goal
Supported by Training & Development
Six Monthly reviews
Yearly review
What Am saying here is yes it is a evaluation tool but not only employee evaluation but also business. Secondly, my suggestion to you is do not use this tool as only evaluation tool. it is tool for identification of training and development plan, it is tool which can be used for your career management in the organisation.
when I say business model, it is nothing but connecting people to business goal and this is nothing but taking all employees towards "one direction"
regards,
Ajay
From Sweden
Dear Neha,
There are two schools of thought to your query.(or this is what I have seen atleast)
A. People who expect career growth in terms of job enrichment from PA
B. People who expect career growth in terms of monetary value from PA.
Now, when type A get job enrichment from thier PA, they are more than satisfied. (e.g. assistant Manager getting Manager level)
& at the same time if they only get monetary increase (e.g. staying in the assistant manager band but increased salary) they are dissatisfied with it.
Again, when type B gets only monetary growth they feel satisfied and vice-versa.
Parjit
From India, Delhi
There are two schools of thought to your query.(or this is what I have seen atleast)
A. People who expect career growth in terms of job enrichment from PA
B. People who expect career growth in terms of monetary value from PA.
Now, when type A get job enrichment from thier PA, they are more than satisfied. (e.g. assistant Manager getting Manager level)
& at the same time if they only get monetary increase (e.g. staying in the assistant manager band but increased salary) they are dissatisfied with it.
Again, when type B gets only monetary growth they feel satisfied and vice-versa.
Parjit
From India, Delhi
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Employee Appraisal Form new.doc