Hi,
How do companies conduct the appraisal for an employee..
An appraisal is done during the Year end where all employees get a hike from april.. and another appraisal when they complete one year of service..
But how do we ensure that the cycle is fair...
For instance,
A person joined in January 2006, completes his one year in Jan 2007 where he is entitled for a hike . In another four months there is april where hike is given to all employees due to year end, Will the person who got his hike in January entitled for the hike in April.(if. yes is i fair), or do we have to take appraisals every month for those employees who completed a year of service.(isnt it taxing)
How do we club employees for one single appraisal who joined in different months? What is the most feasible method for conducting appraisal?
How does your company tackle this issue? Give your comments..let the compiled report give us a better insight on this topic ..to make the appraisal cycle fair & effective
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From India, Madras
2How do companies conduct the appraisal for an employee..
An appraisal is done during the Year end where all employees get a hike from april.. and another appraisal when they complete one year of service..
But how do we ensure that the cycle is fair...
For instance,
A person joined in January 2006, completes his one year in Jan 2007 where he is entitled for a hike . In another four months there is april where hike is given to all employees due to year end, Will the person who got his hike in January entitled for the hike in April.(if. yes is i fair), or do we have to take appraisals every month for those employees who completed a year of service.(isnt it taxing)
How do we club employees for one single appraisal who joined in different months? What is the most feasible method for conducting appraisal?
How does your company tackle this issue? Give your comments..let the compiled report give us a better insight on this topic ..to make the appraisal cycle fair & effective
[/code]
From India, Madras
Asha, I am confused. In your company, it seems each employee is getting two annual appraisals. Each company, in setting up their performance management system, needs to decide on the appraisal cycle. The choices are either:
(a) according to the business cycle (financial year end, strategic planning cycle, etc) OR
(b) employee anniversary date
If you select just one, there should not be a problem.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
(a) according to the business cycle (financial year end, strategic planning cycle, etc) OR
(b) employee anniversary date
If you select just one, there should not be a problem.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
hi,
yes, its true..sometimes 3 appraisals also happens...
If we do the appraisals based on the completion of the year of service..every month we will be spending time on appraisala.. how do we club everything in one...
Our current practice
Candidates join on probation for 6 months (join with meagre salary)- Performance assessment followed by hike- then after their completion of 0ne year of service performance assessment followed by hike- then later we club them in april appraisal- from then appraisals will be on every april(yearly)
Just light up the discussion by mentioning your company practice.
Asha
From India, Madras
yes, its true..sometimes 3 appraisals also happens...
If we do the appraisals based on the completion of the year of service..every month we will be spending time on appraisala.. how do we club everything in one...
Our current practice
Candidates join on probation for 6 months (join with meagre salary)- Performance assessment followed by hike- then after their completion of 0ne year of service performance assessment followed by hike- then later we club them in april appraisal- from then appraisals will be on every april(yearly)
Just light up the discussion by mentioning your company practice.
Asha
From India, Madras
My goodness 107 views and just 1 reply.................... please share your company practices on the appraisal..
From India, Madras
From India, Madras
Hi Asha,
Good point raised by you.
In my organisation, we have an electronic performance appraisel tool.
There is a field known as IPO- Individual Performance Objectives are filled in by the employees for themselves with their career goals and development plan by Feb. every month.
Then mid year review is done in July, after the mid year review the ratings are given and tainings are decide for all the individuals.
Once it is done, December every year the complete review is done for all the employees, In this review the appraisals are decided which are implemented from April every year no matter when the person has joined.
The only thing that we have is only those employees are eligible who have completed their probation period.
I think this will be of help.
Cheers
Archna
From India, Delhi
Good point raised by you.
In my organisation, we have an electronic performance appraisel tool.
There is a field known as IPO- Individual Performance Objectives are filled in by the employees for themselves with their career goals and development plan by Feb. every month.
Then mid year review is done in July, after the mid year review the ratings are given and tainings are decide for all the individuals.
Once it is done, December every year the complete review is done for all the employees, In this review the appraisals are decided which are implemented from April every year no matter when the person has joined.
The only thing that we have is only those employees are eligible who have completed their probation period.
I think this will be of help.
Cheers
Archna
From India, Delhi
HI Sweta,
If you read my mail I have written it is an electronic system, which opens for all the employees for writing their IPOs and Career Plan twice in a year only, and then after mid year review to write a brief profile about the
performance in the current year.
We don't use any formats for that, it is all electronic system, so I can't really help in providing the details.
Cheers
Archna
From India, Delhi
If you read my mail I have written it is an electronic system, which opens for all the employees for writing their IPOs and Career Plan twice in a year only, and then after mid year review to write a brief profile about the
performance in the current year.
We don't use any formats for that, it is all electronic system, so I can't really help in providing the details.
Cheers
Archna
From India, Delhi
Hi! In my organisation the appraisal is done once a quarter. So it is just a matter of choice. Regards, Shyamali
From India, Nasik
From India, Nasik
Hi Archna,
You mentioned that annual reviews are done in the month of December and hikes are effective april. Can you pls let us know what is the assessment period in that case. Is it Jan- Dec, or Apr - Mar?
Thanks!
From Singapore, Singapore
You mentioned that annual reviews are done in the month of December and hikes are effective april. Can you pls let us know what is the assessment period in that case. Is it Jan- Dec, or Apr - Mar?
Thanks!
From Singapore, Singapore
Hi!
The actual frequency of performance appraisals is largely dependent on the NEED, the SIZE of the company, and the SIZE of the HR unit that will administer/ process it. There is no specific frequency that compels an organization to do it within a minimum frequency because companies differ in various sizes and ways of doing business. Moreover, a one stage appraisal procedure is quite unpopular now. That's why we are now discussing PMS, whose last letter means "SYSTEM" ---- an integrated or series of processes to do.
1. NEED - A performance review is necessary "when a company implements a probationary period of employment" because it has to show the basis for those who were not successful in being given a regular employment status. When an employee complains about the termination of their probationary employment, the company must be able to show the reasons and/ or basis for its action/ decision. The same need arises when a company wants to promote or reward some of its employees.
Therefore, everytime there is an employee who is supposed to end the maximum of period of probationary employment/ gets promoted, HR is compelled to implement an assessment. Hence, the frequency within the year depends on the quantity of probationary employees/ promotable employees that a company has at any given time. This is specially true for companies operating in countries whose labor laws mandate "automatic regularization" when employees complete a minimum period of the mandatory probationary employment.
2. SIZE OF COMPANY - Implementing a frequent (e.g. quarterly or semestral) performance review for small size companies are not difficult to make. But doing it in organizations with thousands of employees in multiple locations may just be impossible ---- even if HR has a large number of staff that can assist on its implementation.
For those who are hands-on HR people, you know that the implementation of a performance review goes beyond the distribution and accomplishment of the forms ---whether manual or electronic.
Processing the forms, advising the concerned employees about its results, conducting the performance meeting/ counseling, developing the improvement and development plan of each employee, and linking the results to recognition/ rewards/ or sanctions ---- all these take time. Sad to say, there are only TWELVE (12) MONTHS to count every year!
Hence, HR must make a plan and present a reasonable TIMELINE for its start and finish ---- esp when the result wil be used as basis for top management in the announcement of promotions and bonuses.
3. THE SIZE OF HR - There are organizations whose HR unit is manned by a single SUPER HUMAN RESOURCE OFFICER! When you are in this kind of employment environment, your SPIRIT/ MIND may be willing to implement frequent performance review, but your FLESH/ BODY may not physically be able to support it, esp if your company has thousands of employees in multiple locations. Indeed, you can only do so much even if you are super human HR!
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
The actual frequency of performance appraisals is largely dependent on the NEED, the SIZE of the company, and the SIZE of the HR unit that will administer/ process it. There is no specific frequency that compels an organization to do it within a minimum frequency because companies differ in various sizes and ways of doing business. Moreover, a one stage appraisal procedure is quite unpopular now. That's why we are now discussing PMS, whose last letter means "SYSTEM" ---- an integrated or series of processes to do.
1. NEED - A performance review is necessary "when a company implements a probationary period of employment" because it has to show the basis for those who were not successful in being given a regular employment status. When an employee complains about the termination of their probationary employment, the company must be able to show the reasons and/ or basis for its action/ decision. The same need arises when a company wants to promote or reward some of its employees.
Therefore, everytime there is an employee who is supposed to end the maximum of period of probationary employment/ gets promoted, HR is compelled to implement an assessment. Hence, the frequency within the year depends on the quantity of probationary employees/ promotable employees that a company has at any given time. This is specially true for companies operating in countries whose labor laws mandate "automatic regularization" when employees complete a minimum period of the mandatory probationary employment.
2. SIZE OF COMPANY - Implementing a frequent (e.g. quarterly or semestral) performance review for small size companies are not difficult to make. But doing it in organizations with thousands of employees in multiple locations may just be impossible ---- even if HR has a large number of staff that can assist on its implementation.
For those who are hands-on HR people, you know that the implementation of a performance review goes beyond the distribution and accomplishment of the forms ---whether manual or electronic.
Processing the forms, advising the concerned employees about its results, conducting the performance meeting/ counseling, developing the improvement and development plan of each employee, and linking the results to recognition/ rewards/ or sanctions ---- all these take time. Sad to say, there are only TWELVE (12) MONTHS to count every year!
Hence, HR must make a plan and present a reasonable TIMELINE for its start and finish ---- esp when the result wil be used as basis for top management in the announcement of promotions and bonuses.
3. THE SIZE OF HR - There are organizations whose HR unit is manned by a single SUPER HUMAN RESOURCE OFFICER! When you are in this kind of employment environment, your SPIRIT/ MIND may be willing to implement frequent performance review, but your FLESH/ BODY may not physically be able to support it, esp if your company has thousands of employees in multiple locations. Indeed, you can only do so much even if you are super human HR!
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
I think we have to do well to distinguish perfomance appraisals relating to probationary period and normal performance appraisal which usually has a one or 365 days circle.
The reason is that different companies have different probationary period and different expectations from probationers as far as perfromance is concerned.
After the confirming a probationer probationer, the company expects more consitent higher performance from a confirmed staff.
It is therfeore inportant we differetiate appraisal for confirmation of a probationer and regular yearly appraisal. The later has a more detailed expectation than the forrmer.
From Ghana, Kumasi
The reason is that different companies have different probationary period and different expectations from probationers as far as perfromance is concerned.
After the confirming a probationer probationer, the company expects more consitent higher performance from a confirmed staff.
It is therfeore inportant we differetiate appraisal for confirmation of a probationer and regular yearly appraisal. The later has a more detailed expectation than the forrmer.
From Ghana, Kumasi
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