Dear All, Needed a help on arranging or setting up a appraisal data for the firm.
Background : organization is startup with 30 employees , appraisal is taking place for the first time , query goes like , how and what kind of data to be maintained for the in excel for appraisal .
With this how to decide or calculate the hike percentage of employee or is it variable and dependable on management only.
Suggestions are thankful in advance .
From India, Pune
Background : organization is startup with 30 employees , appraisal is taking place for the first time , query goes like , how and what kind of data to be maintained for the in excel for appraisal .
With this how to decide or calculate the hike percentage of employee or is it variable and dependable on management only.
Suggestions are thankful in advance .
From India, Pune
Hi,
A performance appraisal is a systematic process to measure an individual's work performance against the established requirements of the job. To start with you should have Performance Appraisal system in place through employees needs to be evaluated. Your Employer should be having some budget for the increment within which employees needs to allocated the increment based on their performance for the year under review.
From India, Madras
942A performance appraisal is a systematic process to measure an individual's work performance against the established requirements of the job. To start with you should have Performance Appraisal system in place through employees needs to be evaluated. Your Employer should be having some budget for the increment within which employees needs to allocated the increment based on their performance for the year under review.
From India, Madras
PMS is not a tool to increase remuneration at the end of the year. Unfortunately this is practiced in majority organizations in India. Majority organizations it is monologue no dialogue. Superior is working throughout the year with subordinates but no dialogue about either personal or official at least half an hour in a year twice if possible.
The dialogue may be about the basic feeling of the organization, its culture, behavior, individual's strength & weakness, training need if any and way forward.
The remuneration part may be linked as inflation certain %, PMS score certain % and special recommendation if any certain % within the overall increase across the board guide line. Inflation part should be common for all. But PMS score basis % increase may be tapered off i.e higher the salary for same score ( out standing ) may be less % than lower salary ( out standing ) for overall balance across the board.
There is also another process should apply - neutralization because for outstanding employee in Finance may score less than out standing employee at sales.
Considering all above it may be possible for implementation of one good PMS system initially.
S K Bandyopadhyay ( WB, Howrah)
CEO-USD HR Solutions
+91 98310 81531
USD HR Solutions – To Strive towards excellence with effort and integrity
From India, New Delhi
The dialogue may be about the basic feeling of the organization, its culture, behavior, individual's strength & weakness, training need if any and way forward.
The remuneration part may be linked as inflation certain %, PMS score certain % and special recommendation if any certain % within the overall increase across the board guide line. Inflation part should be common for all. But PMS score basis % increase may be tapered off i.e higher the salary for same score ( out standing ) may be less % than lower salary ( out standing ) for overall balance across the board.
There is also another process should apply - neutralization because for outstanding employee in Finance may score less than out standing employee at sales.
Considering all above it may be possible for implementation of one good PMS system initially.
S K Bandyopadhyay ( WB, Howrah)
CEO-USD HR Solutions
+91 98310 81531
USD HR Solutions – To Strive towards excellence with effort and integrity
From India, New Delhi
You may think of a Performance Management System (PMS) for the future starting from 2023-24. Various consultants are available who can offer tailor-made solutions depending on the nature of your industry and the challenges it faces.
Looking at your current requirement, I would suggest you to make an overall rating of your employees into basically three performance levels, Star or Excellent, Average or Good and Poor or unsatisfactory. The annual increase would vary for these three categories. While unsatisfactory performance would not yield any increase, for good or average performance it could be a modest increase and for the Star performers, it should be something substantial. What is modest and what is substantial would depend upon your capacity to pay as well as the compensation pattern in similar industries as well as in the locality. Work out the cash benefit for say 5%, 10% , 20% , etc increase and choose the formula that ideally fits your bill.
From India, Mumbai
Looking at your current requirement, I would suggest you to make an overall rating of your employees into basically three performance levels, Star or Excellent, Average or Good and Poor or unsatisfactory. The annual increase would vary for these three categories. While unsatisfactory performance would not yield any increase, for good or average performance it could be a modest increase and for the Star performers, it should be something substantial. What is modest and what is substantial would depend upon your capacity to pay as well as the compensation pattern in similar industries as well as in the locality. Work out the cash benefit for say 5%, 10% , 20% , etc increase and choose the formula that ideally fits your bill.
From India, Mumbai
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