Hello HR does not give instructions.. Pl avoid using such terms. HR facilitates and you must understand the role clearly Siva
From India, Chennai
368From India, Chennai
hii priya
i really want to acknowledge you for what u have just written ...IT'S AWESOME..
but i also want to comment one thing ... WHO IS STOPPING YOU TO TAKE ACTION . GO AHEAD TALK WITH YOUR SENIOR IF U THINK THERE IS BETTER WAY TO DO A THING .... GO AHEAD PLEASE ... AND ONE MORE THING i want to add i'm not an HR .... JUST A COMMON HUMAN WHO JUST LOVE TO DO SMALL SMALL THINGS DAILY ....
and why are u waiting for others to take action dear .please dont be in a world of inauthentic people and what u do by the way ....
Manish awasthi
Bird build nests and i am creating a world full of transformed people.....and i'm in a love with my work......
From India, Pune
i really want to acknowledge you for what u have just written ...IT'S AWESOME..
but i also want to comment one thing ... WHO IS STOPPING YOU TO TAKE ACTION . GO AHEAD TALK WITH YOUR SENIOR IF U THINK THERE IS BETTER WAY TO DO A THING .... GO AHEAD PLEASE ... AND ONE MORE THING i want to add i'm not an HR .... JUST A COMMON HUMAN WHO JUST LOVE TO DO SMALL SMALL THINGS DAILY ....
and why are u waiting for others to take action dear .please dont be in a world of inauthentic people and what u do by the way ....
Manish awasthi
Bird build nests and i am creating a world full of transformed people.....and i'm in a love with my work......
From India, Pune
Hi All,
I read all of your suggestions. It's Great.
How can we rate the employee performance ?
Pls let me know because Iam newly joined in one of IT company.
Here the activities are completely different from your's.
I appreciate, if you can suggest me.
Thanks,
Srihari[/b]
From India, Hyderabad
I read all of your suggestions. It's Great.
How can we rate the employee performance ?
Pls let me know because Iam newly joined in one of IT company.
Here the activities are completely different from your's.
I appreciate, if you can suggest me.
Thanks,
Srihari[/b]
From India, Hyderabad
Hi All,
Thanks Manish, Well Siva I agree with your points too but I would like to know from you that if HR is not for instruction then hw do you plan your policies. Let me mention one thing let say if you want to do some changes in your company wht you do in ths case you normally forward or present proposal to the seniors and whn it get sanctioned from their end its become policy and if some employee don’t follow any policy wht you do in that case??
I really would like to know from you.
Waiting for your response.
Regards,
Priya.
From India, Delhi
Thanks Manish, Well Siva I agree with your points too but I would like to know from you that if HR is not for instruction then hw do you plan your policies. Let me mention one thing let say if you want to do some changes in your company wht you do in ths case you normally forward or present proposal to the seniors and whn it get sanctioned from their end its become policy and if some employee don’t follow any policy wht you do in that case??
I really would like to know from you.
Waiting for your response.
Regards,
Priya.
From India, Delhi
Hi Srihari, Please let me know the procedure your company is following in this regard then I will be able to help you out from this. Regards, priya
From India, Delhi
From India, Delhi
hi..
Such issues are bound to happen if the appraisal policy is not clear. The appraisal system should be transparent... i.e the job roles, work expectations ,ratings , what each ratings meant, comments, ratings & its corelation with the salry band.. to.. etc etc... If such details are clear then y a dispute..?
I think Dell & siemens have got clear laid down details on Appraisal... In Dell each work is quantified.. therefore there is no room of dispute... I got this feedback from one of my friend working in DELL. In siemens too the ratings are very specific.. so room for disputes are less
Asha
From India, Madras
Such issues are bound to happen if the appraisal policy is not clear. The appraisal system should be transparent... i.e the job roles, work expectations ,ratings , what each ratings meant, comments, ratings & its corelation with the salry band.. to.. etc etc... If such details are clear then y a dispute..?
I think Dell & siemens have got clear laid down details on Appraisal... In Dell each work is quantified.. therefore there is no room of dispute... I got this feedback from one of my friend working in DELL. In siemens too the ratings are very specific.. so room for disputes are less
Asha
From India, Madras
yes Asha very well said. Appraisal policy shud be clear to all. But if in stage of implementing these policies if HR is facing these types of problem thn wht action we shud take in ths regard.
Pls suggest.
Regards,
Priya.
From India, Delhi
Pls suggest.
Regards,
Priya.
From India, Delhi
Hi Priya,
Good question Priya ................
Generally All HR people feel that Appraisals are Confidential but most of the people dont know the Matter for secracy.
If an employee is found not good at work then the superior make the same note on the appraisal ,then all team people access the information(If there is no secracy) therfore the employee get negatively motivated as his collegues knows each and every thing about his perforamance,
This Appraisal gives the time to discuss with the employee personally about his peroformance and superior also get the chance to say his view as what he is expecing for the next commming year.
One more thing the employees leak the information regarding the hike only but not the score rate.
Priya Keep posting like this questions
Thanks & Regards,
Murty.
From India, Mumbai
Good question Priya ................
Generally All HR people feel that Appraisals are Confidential but most of the people dont know the Matter for secracy.
If an employee is found not good at work then the superior make the same note on the appraisal ,then all team people access the information(If there is no secracy) therfore the employee get negatively motivated as his collegues knows each and every thing about his perforamance,
This Appraisal gives the time to discuss with the employee personally about his peroformance and superior also get the chance to say his view as what he is expecing for the next commming year.
One more thing the employees leak the information regarding the hike only but not the score rate.
Priya Keep posting like this questions
Thanks & Regards,
Murty.
From India, Mumbai
Thanks Murty,
Well defined by you. I think this is the good option we cake take in this debate.
Ok…I question I have from all. In month of September 07 we given a good raise to one of our employee and we strictly told him to not to disclose ths other because rest wud be create unnecessary issues but guess wht HE DISCLOSED HIS INCREMENT TO ALL.
Then we hold his increment for two months means we revised his salary in November 07. So, please suggest it ws our good decision or not?
Regards,
Priya.
From India, Delhi
Well defined by you. I think this is the good option we cake take in this debate.
Ok…I question I have from all. In month of September 07 we given a good raise to one of our employee and we strictly told him to not to disclose ths other because rest wud be create unnecessary issues but guess wht HE DISCLOSED HIS INCREMENT TO ALL.
Then we hold his increment for two months means we revised his salary in November 07. So, please suggest it ws our good decision or not?
Regards,
Priya.
From India, Delhi
Dear friends
to my opinion Confidential /Self Appraisal/Appraisal is a report on the efforts made by an employee with regard to his contribution made in the development of an organisation. Based on his performance an employee is rewarded by way of promotion or by increase in salary. In case his performance in not up to the mark he is asked to improve his efficiency by acquiring additional skill, qualification, undergoing training etc. The five parameters of report are outstanding, very good, good, satisfactory and unsatisfactory. The first threee are good but last two are treated as bad.But here question asked is why report is kept confidential. In this connection I would like to say that in case CR is opened for all it will have a cascading effect. Before a reward or punishment is awarded, employee will start protesting and overtly or covertly can influence the management not to arrive on a decision. With this intention management keep the CRs confidential. But in few cases management misuse it also by doing a favour or disfavour. However, for your information in case you want to know your CCR you have every right to know it but you do not have the right to know the CCR of others. So the sole reason for keeping appraisal reports confidential is to prevent a chaos among the employee which has a adverse effect on organisation. One thing I would also like to say that the full form of CR is Character Report. Later on it was realised that since it also contains character of an individual (discipline, punctuality, honesty. sincereity, etc. ) it should be kept confidential. So it becomes Confidential Character Report. The CCR includes not only the performance of individual but it also include his character. Since performance and character pertains to an individual, this can not be legally passed on to others without his consent. That is why CRs are kept confidential. I hope this will clarify why CRs are kept confidential.
From India, Calcutta
to my opinion Confidential /Self Appraisal/Appraisal is a report on the efforts made by an employee with regard to his contribution made in the development of an organisation. Based on his performance an employee is rewarded by way of promotion or by increase in salary. In case his performance in not up to the mark he is asked to improve his efficiency by acquiring additional skill, qualification, undergoing training etc. The five parameters of report are outstanding, very good, good, satisfactory and unsatisfactory. The first threee are good but last two are treated as bad.But here question asked is why report is kept confidential. In this connection I would like to say that in case CR is opened for all it will have a cascading effect. Before a reward or punishment is awarded, employee will start protesting and overtly or covertly can influence the management not to arrive on a decision. With this intention management keep the CRs confidential. But in few cases management misuse it also by doing a favour or disfavour. However, for your information in case you want to know your CCR you have every right to know it but you do not have the right to know the CCR of others. So the sole reason for keeping appraisal reports confidential is to prevent a chaos among the employee which has a adverse effect on organisation. One thing I would also like to say that the full form of CR is Character Report. Later on it was realised that since it also contains character of an individual (discipline, punctuality, honesty. sincereity, etc. ) it should be kept confidential. So it becomes Confidential Character Report. The CCR includes not only the performance of individual but it also include his character. Since performance and character pertains to an individual, this can not be legally passed on to others without his consent. That is why CRs are kept confidential. I hope this will clarify why CRs are kept confidential.
From India, Calcutta
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