Hi Sujata,
I have read all the posts in this thread, but some how I don't agree with what all of them have suggested.
In my opinion and as per my experience, I don;t think the apprisal is given to the employee now, we(HR) always expect other employee to abide by the policies and systems, but in this case what expample you are setting?
As per your policy the period for appraisal is Jan-Dec, or June- July. If this person has completed his one year in October, the salary should be raised in January and not now.
What happen if keeping this in mind all other employees will come to you for appraisal, I think then you will only be doing appraisal and not other work.
Retaining is an important function of HR, but not at the cost of the systems. If the employee cannot understand the policies and systems, do you think he or she is worth to be retained.
Think about it in a big picture.
Cheers
Archna
From India, Delhi
113I have read all the posts in this thread, but some how I don't agree with what all of them have suggested.
In my opinion and as per my experience, I don;t think the apprisal is given to the employee now, we(HR) always expect other employee to abide by the policies and systems, but in this case what expample you are setting?
As per your policy the period for appraisal is Jan-Dec, or June- July. If this person has completed his one year in October, the salary should be raised in January and not now.
What happen if keeping this in mind all other employees will come to you for appraisal, I think then you will only be doing appraisal and not other work.
Retaining is an important function of HR, but not at the cost of the systems. If the employee cannot understand the policies and systems, do you think he or she is worth to be retained.
Think about it in a big picture.
Cheers
Archna
From India, Delhi
Hi Archana
Thanks for your reply. You might be right however this person is asking for appraisal because somehow he got to know that few of our sales guys (who have joined the same date on which he has joined) have got the appraisal. Actually in our company there is a system to give appraisal to Sales Guy within 10 months if they achieve their target. I don’t know the policy is like that. I can’t help because it is designed by our management long time back and I am not in a position to change it all of sudden.
Now let me know what do to in that case.
Regards
Sujata
From India, Faridabad
Thanks for your reply. You might be right however this person is asking for appraisal because somehow he got to know that few of our sales guys (who have joined the same date on which he has joined) have got the appraisal. Actually in our company there is a system to give appraisal to Sales Guy within 10 months if they achieve their target. I don’t know the policy is like that. I can’t help because it is designed by our management long time back and I am not in a position to change it all of sudden.
Now let me know what do to in that case.
Regards
Sujata
From India, Faridabad
Hi Sujata,
You did not mention that.
I think no option left but to give him/her appraisal.
But why their is a discrimination in the ploicy for Sales guys, instead of appraisal they can be given incentives for completing targets. In long term, this disparity may lead to more serious problems.
Think about it.
Cheers
Archna
From India, Delhi
You did not mention that.
I think no option left but to give him/her appraisal.
But why their is a discrimination in the ploicy for Sales guys, instead of appraisal they can be given incentives for completing targets. In long term, this disparity may lead to more serious problems.
Think about it.
Cheers
Archna
From India, Delhi
Hi
Actually I didn't want to disclose bad thing about my present company :D though I am totally agree with you. I thought will be able to make decision based on that query only.
I know you are right I would definitely discsuss this issue with my seniors once this issue is resolved.
Thanks for your suggestions.
Regards
Sujata
From India, Faridabad
Actually I didn't want to disclose bad thing about my present company :D though I am totally agree with you. I thought will be able to make decision based on that query only.
I know you are right I would definitely discsuss this issue with my seniors once this issue is resolved.
Thanks for your suggestions.
Regards
Sujata
From India, Faridabad
Hi Sujata,
To give you light on your query, initially check for your Company Policies. Then i suppose with flexibility in the Appraisal policy, you can go ahead on the procedures for Performance Appraisal.
I would suggest in future you should take care to see that each new employee joining the Organization should be accommodated with the Appraisal time that is already prevailing as per policies. This can be felicitated by taking care during the Offer.
Happy Working
Best Regards
Abhi
From India
To give you light on your query, initially check for your Company Policies. Then i suppose with flexibility in the Appraisal policy, you can go ahead on the procedures for Performance Appraisal.
I would suggest in future you should take care to see that each new employee joining the Organization should be accommodated with the Appraisal time that is already prevailing as per policies. This can be felicitated by taking care during the Offer.
Happy Working
Best Regards
Abhi
From India
Hi,
I feel Rekha is right!! Please go ahead and do his appraisal. Employees are very important to us.
We have to provide them the motivation at the right time.
Also I would like add a word saying recognition is also very important. Like Appraisals, Birthdays his performance should be noticed and provide the right motivation factor and make them to feel that they are working in the right organization they will provide their best service to the organization.
Now you are too late. You should never expect an employee to ask for the appraisal and recognition. We should analyze it and do it before they could ask for it.
ALL THE BEST
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd.
Bangalore
I feel Rekha is right!! Please go ahead and do his appraisal. Employees are very important to us.
We have to provide them the motivation at the right time.
Also I would like add a word saying recognition is also very important. Like Appraisals, Birthdays his performance should be noticed and provide the right motivation factor and make them to feel that they are working in the right organization they will provide their best service to the organization.
Now you are too late. You should never expect an employee to ask for the appraisal and recognition. We should analyze it and do it before they could ask for it.
ALL THE BEST
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd.
Bangalore
Hi,
Also it you want any employee appraisal to be done at every year Jan, then please change the HR policy to the same. Let them know this policy when they join.
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd.
Bangalore
Also it you want any employee appraisal to be done at every year Jan, then please change the HR policy to the same. Let them know this policy when they join.
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd.
Bangalore
Hi Everybody,
Welcome to all who have given the valuable time with valuable views. I thought, I should also give my rough-tough idea.
Forget issue of a single employee. Come to general issue.
First and foremeost thing is that THERE SHOULD BE FORMAL INDUCTION PROGRAMME for new comer.
1) Informal Induction: Means simply employee place for to do the job without educationg/informing company policy, procedure,rules, norms, standing order and so on.........this leads to SUJATA's company's problem.
2) Formal Induction:: Means employee start doing job/work after full education/information/training of above all mentioned as per point no 01.......leads to [b]SUJATA,s company's SOLUTION.[/b]
Now Solution to overcome with this problem:
1) If employee is realy an asset for organisation, get done PA and take decision for increment/promotion etc......but keep safe this decision for your PA cycle but informally inform to that employee that you have been considered for SO and SO but it will be effective with...........(as per company PA period).
2) If employee is general contributer for company, you tell straight and forward to him that your PA will be done as per PA cycle and till the time you will have to wait like others employees.
3) IF PA period is of 12 months like April-2006 to March-07( finacial year), employee whose service tennure are more than 75% of this PA period, pls make policy for PA keeping in mind of similarity.
4) IF PA period is of 12 months like April-2006 to March-07( finacial year), employee whose service tennure are less than 75% of this PA period, implement as per point no. 2.
5) In some cases, we should take strong decision keeping in mind of company's interest. I mean to say, IF WE ARE LOOSING A VALUABLE PERSON BUT SAVING MORE THAN 01 VALUABLE PERSON BY WAY OF SUITABLE DECISION, WE SHOULD GO AHEAD TO LOOSE SUCH EMPLOYEE WHO IS CANCER FOR ORGANISATION" . In other way, we can take the example of FREEDOM FIGHTER in this regard also. If we have lost 1000 nationals to get freedom, we are not looser and we are winner.
Note: Hope that, you will have undersatnd my rough-tough views.
Comments are welcome on my views.
Regards
Sidheshwar
From India, Bangalore
Welcome to all who have given the valuable time with valuable views. I thought, I should also give my rough-tough idea.
Forget issue of a single employee. Come to general issue.
First and foremeost thing is that THERE SHOULD BE FORMAL INDUCTION PROGRAMME for new comer.
1) Informal Induction: Means simply employee place for to do the job without educationg/informing company policy, procedure,rules, norms, standing order and so on.........this leads to SUJATA's company's problem.
2) Formal Induction:: Means employee start doing job/work after full education/information/training of above all mentioned as per point no 01.......leads to [b]SUJATA,s company's SOLUTION.[/b]
Now Solution to overcome with this problem:
1) If employee is realy an asset for organisation, get done PA and take decision for increment/promotion etc......but keep safe this decision for your PA cycle but informally inform to that employee that you have been considered for SO and SO but it will be effective with...........(as per company PA period).
2) If employee is general contributer for company, you tell straight and forward to him that your PA will be done as per PA cycle and till the time you will have to wait like others employees.
3) IF PA period is of 12 months like April-2006 to March-07( finacial year), employee whose service tennure are more than 75% of this PA period, pls make policy for PA keeping in mind of similarity.
4) IF PA period is of 12 months like April-2006 to March-07( finacial year), employee whose service tennure are less than 75% of this PA period, implement as per point no. 2.
5) In some cases, we should take strong decision keeping in mind of company's interest. I mean to say, IF WE ARE LOOSING A VALUABLE PERSON BUT SAVING MORE THAN 01 VALUABLE PERSON BY WAY OF SUITABLE DECISION, WE SHOULD GO AHEAD TO LOOSE SUCH EMPLOYEE WHO IS CANCER FOR ORGANISATION" . In other way, we can take the example of FREEDOM FIGHTER in this regard also. If we have lost 1000 nationals to get freedom, we are not looser and we are winner.
Note: Hope that, you will have undersatnd my rough-tough views.
Comments are welcome on my views.
Regards
Sidheshwar
From India, Bangalore
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Performance Appraisal Form for Staff.doc