Hi,
This is regarding the confirmation given to an employee after the probation period. He had joined with us three months back and he was not given any task from abroad till now. Our probation period is for three months. We have started operations in India only one year back and between that time I have never been experiencing this situation for any employees here. We have a performance based hike after the confirmation period. But for this employee case, there is nothing to analyze his performance for the last three months. As the task has not been given by us, we cannot set aside the hike part for him. But on what basis, should we give hike to him? Kindly advice me what should I do in this regard.
Regards
Meera
From India, Kochi
This is regarding the confirmation given to an employee after the probation period. He had joined with us three months back and he was not given any task from abroad till now. Our probation period is for three months. We have started operations in India only one year back and between that time I have never been experiencing this situation for any employees here. We have a performance based hike after the confirmation period. But for this employee case, there is nothing to analyze his performance for the last three months. As the task has not been given by us, we cannot set aside the hike part for him. But on what basis, should we give hike to him? Kindly advice me what should I do in this regard.
Regards
Meera
From India, Kochi
17
Yes I do agree with Sanjay ...you need to give him minimum hike to the employee. since he is not at any fault.Company is responsile to assign some work and evaluate on that basis. Regards, Anu
From India, Calcutta
From India, Calcutta
hai You can appraise him based on his attendance/punctuality/attitude.since he has not been assigned any task. regards Suresh
I agree with Suresh. You can appraise him on the basis of his attendance, his attitude, his code of conduct and descipline maintained by him in these 3 months. Moreover, his dedication towards work and self dependancy to complete the projects can also be taken as the base for hike.
REgards,
Rupali
From United States, Cambridge
REgards,
Rupali
From United States, Cambridge
Hi Rupali,
Evaluating the employee based on his attendance, attitude, his code of conduct and descipline maintained etc is fine..... Since he wasn’t given any tasks to accomplish… do you think it is possible to evaluate his dedication towards work and self dependency to complete the projects??
~Sanjay
From India, Madras
Evaluating the employee based on his attendance, attitude, his code of conduct and descipline maintained etc is fine..... Since he wasn’t given any tasks to accomplish… do you think it is possible to evaluate his dedication towards work and self dependency to complete the projects??
~Sanjay
From India, Madras
I dont accept hike basing on punctuality or dress code as there cud be so many employees who are workoholic (if work assigned) and such guys obviously like to do their job for flexi hrs.better give him the aggregate value of hike, ask him to wait as ur goin to append the hike value in the next appraisal after his performance.better give him the aggregate value of hike, ask him to wait as ur goin to append the hike value in the next appraisal after his performance.
From India, Hyderabad
From India, Hyderabad
I am of the opinion that minimum pay hike should be given to the employee as per terms and conditions of employment. Giving no task is the matter to employers concern. Suggestion is that UA, being representing the employer must adopt proper decision making strategy, strictly doing SWOT analysis. Hope UA shall
Jaigopal Tiwari
Jaigopal Tiwari
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.
Employee Appraisal Form new.doc