Hi
Can anyone tell me after performance appraisal is done there is change in the salary. who does the salary hike? is it only the hr or who else? and who decides how much % to hike ? after the performance review is done what is the whole procedure in the organisation?
From India
Can anyone tell me after performance appraisal is done there is change in the salary. who does the salary hike? is it only the hr or who else? and who decides how much % to hike ? after the performance review is done what is the whole procedure in the organisation?
From India
Even though it is an yearly affair or a six months review, the ultimate purpose of any Performance Review is to assess the employee's strengths, weakness, potentiality, achievements in the period being considered, etc.
Yes, the performance review would really serve its purpose in case if the following measures are considered:
1. Rather than criticize an individual for the mistakes he committed in the period in discussion, the review should give him a clear picture about the consequences of the mistake made. Also, the manager should listen to the actual explanation from the employee's end. Finally, a suggestion on how one should avoid committing the mistake again and the ways one can imrprove from a backlog.
2. There should a follow-up system after the completion of every appraisal. Which means, the manager after showing & discussing with the employee the areas of improvement, he should do the follow-up with the employee and help the individual in improving those areas.
3. Above all, the appraisal system should assure that the ultimate purpose of the review is to give a fair picture about the employee's past performance and for the welfare and development of the employee thereby developing the organization.
Regards
Elamurugu
From India, Madras
2Yes, the performance review would really serve its purpose in case if the following measures are considered:
1. Rather than criticize an individual for the mistakes he committed in the period in discussion, the review should give him a clear picture about the consequences of the mistake made. Also, the manager should listen to the actual explanation from the employee's end. Finally, a suggestion on how one should avoid committing the mistake again and the ways one can imrprove from a backlog.
2. There should a follow-up system after the completion of every appraisal. Which means, the manager after showing & discussing with the employee the areas of improvement, he should do the follow-up with the employee and help the individual in improving those areas.
3. Above all, the appraisal system should assure that the ultimate purpose of the review is to give a fair picture about the employee's past performance and for the welfare and development of the employee thereby developing the organization.
Regards
Elamurugu
From India, Madras
As usual, Leo gives detailed answers to queries. Thanks Leo.
Asha, please try searching the web for the info. For example I found this performance appraisals and sample appraisal form templates and 360 degree appraisals free tips, performance evaluation, employee evaluation tips
at performance appraisal process - Google Search+
Have a nice day.
Simhan
From United Kingdom
Asha, please try searching the web for the info. For example I found this performance appraisals and sample appraisal form templates and 360 degree appraisals free tips, performance evaluation, employee evaluation tips
at performance appraisal process - Google Search+
Have a nice day.
Simhan
From United Kingdom
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Performance Review Form - KDCL for year 2010.xls
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