Dear All,
I have recently taken up a new project with a Telecom firm having 800 employees.
Currently, there is no existance of Performance Management System / Performance Appraisal process in the organization.
In this month there are various employees who are due for annural raise in their salaries. Currently, the salary revision is done on the basis of Supervisor's recommendation without any involvement of employee and HR.
From HR perspective, How do I add value in taking a decision to revise the salary for these bunch of people who are Technical and Support Staff.
Can we expect these employees and their supervisor to identify and evaluate their KRAs and performance, despite the fact that they do not have any Job Description, KRAs or any other document available with them. I am implementing PMS, but it will take some time and will help taking such decisions in future.
I have developed a performance appraisal form but will it be fair to have them fill it up now. Infact, I have identified some common KRAs and Behavioural Competencies, on which they can be measured.
What should be my approach?
Regards
Ruchika
From India, Delhi
I have recently taken up a new project with a Telecom firm having 800 employees.
Currently, there is no existance of Performance Management System / Performance Appraisal process in the organization.
In this month there are various employees who are due for annural raise in their salaries. Currently, the salary revision is done on the basis of Supervisor's recommendation without any involvement of employee and HR.
From HR perspective, How do I add value in taking a decision to revise the salary for these bunch of people who are Technical and Support Staff.
Can we expect these employees and their supervisor to identify and evaluate their KRAs and performance, despite the fact that they do not have any Job Description, KRAs or any other document available with them. I am implementing PMS, but it will take some time and will help taking such decisions in future.
I have developed a performance appraisal form but will it be fair to have them fill it up now. Infact, I have identified some common KRAs and Behavioural Competencies, on which they can be measured.
What should be my approach?
Regards
Ruchika
From India, Delhi
Yes,
You can circulate the form among your employees and thereby to their supriors and so on and ask them to approve the each point mentioned in the duly filled form.
Employees can give you the best feedback required for your evaluation that is followed by their team-leader/immediate managers approval will empower their claims and through this you will know the best, average, and under performers.
Hopes replied to your query,
With best wishes & regards,
Khaiser Ali Shah
From Saudi Arabia, Riyadh
9You can circulate the form among your employees and thereby to their supriors and so on and ask them to approve the each point mentioned in the duly filled form.
Employees can give you the best feedback required for your evaluation that is followed by their team-leader/immediate managers approval will empower their claims and through this you will know the best, average, and under performers.
Hopes replied to your query,
With best wishes & regards,
Khaiser Ali Shah
From Saudi Arabia, Riyadh
Hi!
Conducting an Annual Review without having a PMS (Performance Management System) is possible, except that:
1. Promotion & rewards would be essentially seniority based
2. Can be accused of the usual appraisal pitfalls (e.g. subjectivity, favoritism, arbitrariness)
3. Will be difficult to use as basis for disciplinary action
4. May NOT be legally defensible if used as basis for dismissal among poor performers
You still have a good option left. Just buy a good canned PMS that is easy to understand, explain, and implement. My company has this type of PMS.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
/ 00632-787-0423 (landlines)
(mobile)
From Philippines, Parañaque
Conducting an Annual Review without having a PMS (Performance Management System) is possible, except that:
1. Promotion & rewards would be essentially seniority based
2. Can be accused of the usual appraisal pitfalls (e.g. subjectivity, favoritism, arbitrariness)
3. Will be difficult to use as basis for disciplinary action
4. May NOT be legally defensible if used as basis for dismissal among poor performers
You still have a good option left. Just buy a good canned PMS that is easy to understand, explain, and implement. My company has this type of PMS.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
/ 00632-787-0423 (landlines)
(mobile)
From Philippines, Parañaque
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Performance Review Form - KDCL for year 2010.xls
Annual Return form 21 under F. act.doc