Hi All,
I just want to ask about the Performance appraisal thing. If we decide to make one month say March-April month for the increment for all the employees. so how to go about it?
Suppose some employees have joined just few months back, so would they be getting increment?
Or if an employee has already completed his 1 year in the month of dec? so would he be eligible for arrears till MArch Apr?
Please let me now your views on this. May be some of us might have the same system of performance appraisal system.
Can anyone let me know the forms for appraisal for software developers, test engineers and also for sales person?
Thanks
From India, Bangalore
2I just want to ask about the Performance appraisal thing. If we decide to make one month say March-April month for the increment for all the employees. so how to go about it?
Suppose some employees have joined just few months back, so would they be getting increment?
Or if an employee has already completed his 1 year in the month of dec? so would he be eligible for arrears till MArch Apr?
Please let me now your views on this. May be some of us might have the same system of performance appraisal system.
Can anyone let me know the forms for appraisal for software developers, test engineers and also for sales person?
Thanks
From India, Bangalore
Hie,
I might help you out by letting u know how we work out our PMS.
We deploy our employees on a 6 months probation period. after this period, we increase their salary (based on performace) a bit. Then annual increment is given in April.
Now the purpose of doing such exercise is that all the employees get their share of increments. We have option to do either of the following:
-- If hes joining us say in July then his confirmation shall be in the month of Dec. We can increase his salary in dec, keeping in mind a margin of increasing his salary again in april.
-- If hes joining us in say dec, then we increase his salary on either April or on confirmation, not twice.
FYI, We are using the first method, in wch we give two tiny increments(that actually are the 2 parts of one justified increment), within a span of just 1 year. This way all our employees stay happy and glued.
Hope it helps.
Regards,
Parul
From India, Delhi
I might help you out by letting u know how we work out our PMS.
We deploy our employees on a 6 months probation period. after this period, we increase their salary (based on performace) a bit. Then annual increment is given in April.
Now the purpose of doing such exercise is that all the employees get their share of increments. We have option to do either of the following:
-- If hes joining us say in July then his confirmation shall be in the month of Dec. We can increase his salary in dec, keeping in mind a margin of increasing his salary again in april.
-- If hes joining us in say dec, then we increase his salary on either April or on confirmation, not twice.
FYI, We are using the first method, in wch we give two tiny increments(that actually are the 2 parts of one justified increment), within a span of just 1 year. This way all our employees stay happy and glued.
Hope it helps.
Regards,
Parul
From India, Delhi
hii.....
i hope my below mentioned points can help you while making decision:
1. normally whoever joins on or before 1st october, only they eligible for appraisal. (logic is they should be able to complete six months in the organisation)
2. then comes the deciding the increment %. here if u want to make some noise on increment then u can the total increment % into 2. where 1st u can give once they'll complete the 6 months and another during appraisal time.
i hope it'll help u to make effective decision.
queries are welcome further
Regards
Sitaram
From India, Agartala
i hope my below mentioned points can help you while making decision:
1. normally whoever joins on or before 1st october, only they eligible for appraisal. (logic is they should be able to complete six months in the organisation)
2. then comes the deciding the increment %. here if u want to make some noise on increment then u can the total increment % into 2. where 1st u can give once they'll complete the 6 months and another during appraisal time.
i hope it'll help u to make effective decision.
queries are welcome further
Regards
Sitaram
From India, Agartala
I am drafting an appraisal policy for my company. I divided all the employee under three categories.
1) IT department
2) Sales & Marketing department
3) General staff (accounts, admin, HR etc.)
I want to invite your invaluable suggestion for the following points
1. What should be the phases of this appraisal system for different categories?
2. What and how to associate the performance incentive with the different categories?
3. What should be the rating parameters and patterns?
Any other thing you would like to suggest is most welcome.
Regards,
Rubina Ansari
From India, Delhi
1) IT department
2) Sales & Marketing department
3) General staff (accounts, admin, HR etc.)
I want to invite your invaluable suggestion for the following points
1. What should be the phases of this appraisal system for different categories?
2. What and how to associate the performance incentive with the different categories?
3. What should be the rating parameters and patterns?
Any other thing you would like to suggest is most welcome.
Regards,
Rubina Ansari
From India, Delhi
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Performance Appraisal Form for Staff.doc