Hi!
I have started my carrer with a new company and i have certain queries regarding the performence appraisal system.
1. How far it is right to communicate PLP(performence linked pay) at the time of interview and if there is a laid minimum percentage on the increase in CTC should that be part of CTC and communicated at the beginning.
2. After rating the person on a scale a total score defines the percentage increase in the salary. Please give your inputs on how your company defines that and also the increase in the salary if the employee outperforms.
3. Is there any threshold limit defined by your company whle designing the performence appraisal.
From India, Delhi
1I have started my carrer with a new company and i have certain queries regarding the performence appraisal system.
1. How far it is right to communicate PLP(performence linked pay) at the time of interview and if there is a laid minimum percentage on the increase in CTC should that be part of CTC and communicated at the beginning.
2. After rating the person on a scale a total score defines the percentage increase in the salary. Please give your inputs on how your company defines that and also the increase in the salary if the employee outperforms.
3. Is there any threshold limit defined by your company whle designing the performence appraisal.
From India, Delhi
Generally in most Companies, PLP is included into the Annual CTC figure in the following manner -
a) In Companies where the PLP is a linkage to a graded system of A, B and C gradings, the PLP amount considered for CTC would most generally be the mid point - that is, the PLP amount of B grade.
b) By indicating the maximum PLP possible (A grading) in the CTC calculation, the Company may be indicating the maximum amount possible for that particular position / candidate, but this gives a wrong impression, since most generally it is a 50-50 chance that the candidate always ends up with the maximum rating.
c) Hence, indicating the mid-point of the PLP would be an ideal way to compute CTC for a position.
Regards
P.Arun Kumar
From India, Bangalore
a) In Companies where the PLP is a linkage to a graded system of A, B and C gradings, the PLP amount considered for CTC would most generally be the mid point - that is, the PLP amount of B grade.
b) By indicating the maximum PLP possible (A grading) in the CTC calculation, the Company may be indicating the maximum amount possible for that particular position / candidate, but this gives a wrong impression, since most generally it is a 50-50 chance that the candidate always ends up with the maximum rating.
c) Hence, indicating the mid-point of the PLP would be an ideal way to compute CTC for a position.
Regards
P.Arun Kumar
From India, Bangalore
Hello Mr.Arun Kumar,
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Regards,
HR Experts
As Per Our recommendation,there's a Hard Core HR Work Force Mgmt. Software which will take care of all the organisation HR activities by implementing will definately increase not only the performance of the work force but also will help in incresing the eficiency sa well as the growth.The price of the Software is also designed are affordable & attractive .
Unlike other HR products in the market HR Align permits seamlessly
integrate Workforce management with the best in class HR practices to
unleash the hidden potential and latent talent of your human capital. A lot
of effort has gone in to make this software process friendly by linking People,Strategy and Performance in an organized and efficient manner. It improves performance and accountability, by providing a matrix of critical tools; workflow and information that helps companies drive business results from your HR-activities. We are attaching the HR Align Software brochure.
Contact Person - Mr.Vaibhav Dongare- 09967200517
Mr.Taran Bhatia - 09892022091
Email ID - vaibhav4allyahoo.com
- taranbhtyahoo.co.in
Regards,
HR Experts
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