I could have given the mail id of my company he but i feel that i may not be able to get my experience latter/ releiving letter which they may put me in trouble while getting a next job for my employment. Thouh i was was working for one of the biggest MNC, they can be more powerful when again and again the escalation will happen.I took the matter to the investigation policy of the organization(where u can lodge a complaint regarding ur unfair treatment at your work place , performance appraisals, without informing to the line managers and Circle HR) level but no response till date.The response is like that we are chasing to the company and we are yet to receive a response from their side.This could be one of the reasons i think they didnt like and planned me to terminate me with immediate effect which resulted me to give a forceful resignation from my side.I have the documentary evidences like manger giving a precalibrated rating of my self and my team member and tampering of feedback comments just before one day of closure of the appraisal cycle.Fighting alone was very difficult for me but what can i do if they could have given a termination letter. The problem here is all(circle HR Head, Line manager, Network head) were involved to terminate my employment from the organisation what i think.
From India, Bhubaneswar
1From India, Bhubaneswar
ok fine. Then you take your experience letter and move to a any setup of your choice, but understand one thing, the same thing or situation may occur in the other organization as well. What i understand, from your situation is, you are way far from company politics and its rules, because of which you faced such an issue. Just be careful and understand that an organization is not a place of worship where you will get satisfaction or peace, rather it is a war zone, where every other co-worker is a gladiator trying to kill the other one to save himself or herself. Just that the intentions hide behind the smiling faces.
And please understand a simple concept, it is you who will make a difference in your career. Your are into Human Resource, and this makes you the most powerful person in any scenario irrespective of the difficulties. No one can interpret the value or complexity of a situation, in the way you can. Even in here also it is you who is taking the best decision. Just dont panic, and accept that you have an excellent track record for which any company will hire you immediately with the best pay. Good Luck
Regards
From India, Mumbai
And please understand a simple concept, it is you who will make a difference in your career. Your are into Human Resource, and this makes you the most powerful person in any scenario irrespective of the difficulties. No one can interpret the value or complexity of a situation, in the way you can. Even in here also it is you who is taking the best decision. Just dont panic, and accept that you have an excellent track record for which any company will hire you immediately with the best pay. Good Luck
Regards
From India, Mumbai
hi ,
HR is also a human ,so they r always right not nessary but I think organization tzaking this decision cause they thought. u r less important than manager andthat is they hide short coming
regards
kanchan sahu
From India
HR is also a human ,so they r always right not nessary but I think organization tzaking this decision cause they thought. u r less important than manager andthat is they hide short coming
regards
kanchan sahu
From India
Dear Rinku,
Firstly would like to clear certain points.
Performance Appraisals are done by your supervisors, HR only moderate them.
Reason being, HR do not know much on your progress so basically we cannot give you ratings unless your supervisor shares it with us.
2ndly, most organizations follow a forced bell curve for PMS. Meaning is as explained below:
1. the 1st step may (or may not be) self appraisal
2. then your supervisor appraises you based on your performance and your KRA.
3. Ideally, there should be a one-on-one meeting between HR, Supervisor and the Performer - HR is included to keep someone in the loop.
4. After the individual ratings are declared, those are stated and marked on graph to see a patter.
If you'd know numbers randomly plotted on a graph can take any shape. But some or rather many companies follow strict bell curve graph for PMS. Which means
They would want a fixed X% people as poor performer, fixed X% as the best performer and remaining falls under acceptable category which can further be classified depending on organizations.
So in this case, people nearer to poor performance limit are adjusted in poor performance (if the X% is not fulfilled). Sure, office politics comes into picture in such scenario where a supervisor may say, sure he's got say M rating but he's not as capable as him and so if at all one has to be adjusted, it would be this XYZ person.
If this is done on performance based, fair enough. But if it would be done on favorism basis, it would be real problem as it would lead to dissatisfaction.
=====================
Also usually in such cases, pre-adjusted ratings are not shared. The reason being, it would only lead to dissatisfaction if you get to know you were at higher rating and now at lower as in your case.
=======================
But honestly, you can't blame just one person here because there are number of people/factors that play into this game -
Office / Company policy
Your supervisor's rating
Your past behavior
How your supervisor judges you
What is communicated to HR by supervisor.
Your personal track records, etc.
================================
I read you've already resigned. I wish you good luck with your job hunting. But have you prepared what you would say if you'd be asked the reason for change? You can't say this.
All the best once again :)
From India, Mumbai
Firstly would like to clear certain points.
Performance Appraisals are done by your supervisors, HR only moderate them.
Reason being, HR do not know much on your progress so basically we cannot give you ratings unless your supervisor shares it with us.
2ndly, most organizations follow a forced bell curve for PMS. Meaning is as explained below:
1. the 1st step may (or may not be) self appraisal
2. then your supervisor appraises you based on your performance and your KRA.
3. Ideally, there should be a one-on-one meeting between HR, Supervisor and the Performer - HR is included to keep someone in the loop.
4. After the individual ratings are declared, those are stated and marked on graph to see a patter.
If you'd know numbers randomly plotted on a graph can take any shape. But some or rather many companies follow strict bell curve graph for PMS. Which means
They would want a fixed X% people as poor performer, fixed X% as the best performer and remaining falls under acceptable category which can further be classified depending on organizations.
So in this case, people nearer to poor performance limit are adjusted in poor performance (if the X% is not fulfilled). Sure, office politics comes into picture in such scenario where a supervisor may say, sure he's got say M rating but he's not as capable as him and so if at all one has to be adjusted, it would be this XYZ person.
If this is done on performance based, fair enough. But if it would be done on favorism basis, it would be real problem as it would lead to dissatisfaction.
=====================
Also usually in such cases, pre-adjusted ratings are not shared. The reason being, it would only lead to dissatisfaction if you get to know you were at higher rating and now at lower as in your case.
=======================
But honestly, you can't blame just one person here because there are number of people/factors that play into this game -
Office / Company policy
Your supervisor's rating
Your past behavior
How your supervisor judges you
What is communicated to HR by supervisor.
Your personal track records, etc.
================================
I read you've already resigned. I wish you good luck with your job hunting. But have you prepared what you would say if you'd be asked the reason for change? You can't say this.
All the best once again :)
From India, Mumbai
Hello Mr B K Bhatia
I am working in a company, i have completed 1 year on last September 7th, so i should get an appraisal in that month only, when i asked my manager he told me that he will do that in the next coming month(November) but its January now, shall i approach him or shall i wait
Apart from this because of some reasons between me and my colleagues the relationship is not well and they have been trying to prove that my performance and attitude is not good and and i feel that my manager also wants to take this as an advantage, they may change my department which will have low profile than i am working now.
What do i do now , shall i switch the company before they prove that my performance is not good or shall i approach my manager for appraisal.
Please suggest me as soon as possible
Regards,
Vivek
From India, Mumbai
I am working in a company, i have completed 1 year on last September 7th, so i should get an appraisal in that month only, when i asked my manager he told me that he will do that in the next coming month(November) but its January now, shall i approach him or shall i wait
Apart from this because of some reasons between me and my colleagues the relationship is not well and they have been trying to prove that my performance and attitude is not good and and i feel that my manager also wants to take this as an advantage, they may change my department which will have low profile than i am working now.
What do i do now , shall i switch the company before they prove that my performance is not good or shall i approach my manager for appraisal.
Please suggest me as soon as possible
Regards,
Vivek
From India, Mumbai
Hello ankita
i am working in a company, i have completed 1 year on last September 7th, so i should get an appraisal in that month only, when i asked my manager he told me that he will do that in the next coming month(November) but its January now, shall i approach him or shall i wait
Apart from this because of some reasons between me and my colleagues the relationship is not well and they have been trying to prove that my performance and attitude is not good and and i feel that my manager also wants to take this as an advantage, they may change my department which will have low profile than i am working now.
What do i do now , shall i switch the company before they prove that my performance is not good or shall i approach my manager for appraisal.
Please suggest me as soon as possible
Regards,
Vivek
From India, Mumbai
i am working in a company, i have completed 1 year on last September 7th, so i should get an appraisal in that month only, when i asked my manager he told me that he will do that in the next coming month(November) but its January now, shall i approach him or shall i wait
Apart from this because of some reasons between me and my colleagues the relationship is not well and they have been trying to prove that my performance and attitude is not good and and i feel that my manager also wants to take this as an advantage, they may change my department which will have low profile than i am working now.
What do i do now , shall i switch the company before they prove that my performance is not good or shall i approach my manager for appraisal.
Please suggest me as soon as possible
Regards,
Vivek
From India, Mumbai
Hi Vivek.
Congratulations for completing a year. Your queries are answered below:
As a general practice, Performance appraisal do not take place when an individual completes a year or there of.
Every organization has a period to conduct performance appraisal. Most organizations conduct performance appraisals once a year (either in Jan or in April) while only a few conducts it twice a year and rare are those who conducts quarterly.
Be patient as you would be appraised with all your colleagues together in April.
Generally there is a mixed attitude towards a performance appraisal.
Everyone wants to be the best performer and all do something to be on the top. Some people genuinely work the best while some others misguide others. But there are organizations who would have forced bell curve system where-in apart from your individual rating from your supervisor, other factors play a role as i already explained above.
There are lot of people who switch before appraisal start out of fear of a low grading. It is very common trend. However also note that switch around appraisal period is looked at this way be recruiters also.
Apart if you wish to switch what would be your reason?
I would suggest rather using your knowledge base ask your manager if there is anything that you could help with. We can never know how situations would turn up in future. Perhaps what you said may come true, perhaps not. Believe in yourself and do your work the best. A switch around appraisal period (both before and after) though a common trend is something I would want people to avoid if possible.
Also I would want to ask you, why do you wish to switch?
Is the outcome of your appraisal the only reason?
Are you other wise satisfied with the way your career is shaping up and the roles you're doing?
Hope it helped you :)
From India, Mumbai
Congratulations for completing a year. Your queries are answered below:
As a general practice, Performance appraisal do not take place when an individual completes a year or there of.
Every organization has a period to conduct performance appraisal. Most organizations conduct performance appraisals once a year (either in Jan or in April) while only a few conducts it twice a year and rare are those who conducts quarterly.
Be patient as you would be appraised with all your colleagues together in April.
Generally there is a mixed attitude towards a performance appraisal.
Everyone wants to be the best performer and all do something to be on the top. Some people genuinely work the best while some others misguide others. But there are organizations who would have forced bell curve system where-in apart from your individual rating from your supervisor, other factors play a role as i already explained above.
There are lot of people who switch before appraisal start out of fear of a low grading. It is very common trend. However also note that switch around appraisal period is looked at this way be recruiters also.
Apart if you wish to switch what would be your reason?
I would suggest rather using your knowledge base ask your manager if there is anything that you could help with. We can never know how situations would turn up in future. Perhaps what you said may come true, perhaps not. Believe in yourself and do your work the best. A switch around appraisal period (both before and after) though a common trend is something I would want people to avoid if possible.
Also I would want to ask you, why do you wish to switch?
Is the outcome of your appraisal the only reason?
Are you other wise satisfied with the way your career is shaping up and the roles you're doing?
Hope it helped you :)
From India, Mumbai
I have been cleared for 2 technical interview of 2 different companies ,but now now hr round is pending.please help me out what to say why u have left ur previous company though u dont have other offers in hand. should i tell the actual reason what has happened to me during my previous job which i have narrated in this site .Citing the personal reason will be good ? Should i tell i have other offers in hand which actually i dont have or something else i need to tell so that i could be hired?How should i negotiate as last revised ctc was 4.2 L.P.A?What actually the HR person want to hear exactly from us?
From India, Bhubaneswar
From India, Bhubaneswar
Dear Rinku,
Your case is really a serious issue of concern but at the same time you also have to think ,the organization which is not ready to listen and clarify your concern I would suggest you, if in any organization such conflict comes and you find management is not in mood to answer and they start harassing the staff it is better to leave the organization. Therefore no need to go in the matter and burn your precious blood there are many organization who works on "respect and result" philosophy treat employee as asset.
From Taiwan,
Your case is really a serious issue of concern but at the same time you also have to think ,the organization which is not ready to listen and clarify your concern I would suggest you, if in any organization such conflict comes and you find management is not in mood to answer and they start harassing the staff it is better to leave the organization. Therefore no need to go in the matter and burn your precious blood there are many organization who works on "respect and result" philosophy treat employee as asset.
From Taiwan,
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