Dear friends and seniors,
I have joined an organization in the travel, marriage planning, and holiday industry, and I have found that everything is messed up here. There are no appraisal policies in place. My MD has mentioned allowing incentives many times, but no one is willing to work beyond their targets. Please help me with what policy I should implement to motivate them.
Please assist me.
Thanks
From India, New Delhi
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I have joined an organization in the travel, marriage planning, and holiday industry, and I have found that everything is messed up here. There are no appraisal policies in place. My MD has mentioned allowing incentives many times, but no one is willing to work beyond their targets. Please help me with what policy I should implement to motivate them.
Please assist me.
Thanks
From India, New Delhi
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Dear Ramlok,
First of all, please let me know what is your HR team's strength and the total organizational strength. What designations are currently in place? Have you prepared an HR Manual? Please provide a clear and concise statement to facilitate a better understanding and response to the questions.
Best regards,
Mahesh
From India, Bangalore
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482First of all, please let me know what is your HR team's strength and the total organizational strength. What designations are currently in place? Have you prepared an HR Manual? Please provide a clear and concise statement to facilitate a better understanding and response to the questions.
Best regards,
Mahesh
From India, Bangalore
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Dear Ramlok,
Performance appraisal is approaching soon. First, please ask your MD to prepare a process manual for each department. All tasks should be carried out according to this manual. Begin by assessing process compliance and any variations. After that, you can introduce the performance appraisal.
Ok...
DVD
From India, Bangalore
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Performance appraisal is approaching soon. First, please ask your MD to prepare a process manual for each department. All tasks should be carried out according to this manual. Begin by assessing process compliance and any variations. After that, you can introduce the performance appraisal.
Ok...
DVD
From India, Bangalore
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Dear Ramlok,
Performance appraisal is nothing but measuring the overall employee performance of the company. First, you followed Mr. Dinesh Divekar's advice and conducted departmental meetings once a month for better control and improvements regarding the output. The discussed points are reflected in the interdepartmental meeting. This is not a one-day target; it will take a long time to streamline, possibly one, two, or three years. Then, conduct inter-departmental meetings once every three months. These meetings should contain the points discussed - success, failure, preventive and corrective actions - in the departmental meetings.
First, create awareness about the departmental meetings and proceed further. Don't take action immediately; go slow and gain acceptance among all employees. Take care.
From India, Bangalore
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Performance appraisal is nothing but measuring the overall employee performance of the company. First, you followed Mr. Dinesh Divekar's advice and conducted departmental meetings once a month for better control and improvements regarding the output. The discussed points are reflected in the interdepartmental meeting. This is not a one-day target; it will take a long time to streamline, possibly one, two, or three years. Then, conduct inter-departmental meetings once every three months. These meetings should contain the points discussed - success, failure, preventive and corrective actions - in the departmental meetings.
First, create awareness about the departmental meetings and proceed further. Don't take action immediately; go slow and gain acceptance among all employees. Take care.
From India, Bangalore
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Dear Ramlok,
Performance Appraisal is nothing but measuring the overall performance of the company's employees. First, you followed Mr. Dinesh Divekar's advice and conducted departmental meetings once a month to enhance control and drive improvements in output. The discussed points from these meetings are reflected in the interdepartmental meetings. This is not a one-day target; it will take time to streamline, possibly a year or two or even three. Therefore, conduct inter-departmental meetings every three months. These meetings should include discussions on success, failure, as well as preventive and corrective actions identified in the departmental meetings.
Start by creating awareness about the departmental meetings and then proceed further. Avoid taking immediate actions; instead, go slow to gain acceptance among all employees. Take care.
From India, Bangalore
Acknowledge(0)Amend(0)
Performance Appraisal is nothing but measuring the overall performance of the company's employees. First, you followed Mr. Dinesh Divekar's advice and conducted departmental meetings once a month to enhance control and drive improvements in output. The discussed points from these meetings are reflected in the interdepartmental meetings. This is not a one-day target; it will take time to streamline, possibly a year or two or even three. Therefore, conduct inter-departmental meetings every three months. These meetings should include discussions on success, failure, as well as preventive and corrective actions identified in the departmental meetings.
Start by creating awareness about the departmental meetings and then proceed further. Avoid taking immediate actions; instead, go slow to gain acceptance among all employees. Take care.
From India, Bangalore
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kindly sent a good "Performance Appraisal Format" which can help me in implementing in our Company.
From India, Guwahati
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From India, Guwahati
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Dear Ramlok,
By inferring from the above comments, I believe you are in a fix. As you mentioned that your MD is more keen on the incentive structure, try to explain to him the importance of the appraisal process. I would suggest implementing a Bell-Cow kind of appraisal structure since your firm is in the travel business.
Please reach out to me if you have any other issues at whatsupraj@mail.com.
Thanks,
Raj
From India
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By inferring from the above comments, I believe you are in a fix. As you mentioned that your MD is more keen on the incentive structure, try to explain to him the importance of the appraisal process. I would suggest implementing a Bell-Cow kind of appraisal structure since your firm is in the travel business.
Please reach out to me if you have any other issues at whatsupraj@mail.com.
Thanks,
Raj
From India
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Ram,
The problem is not what policies you create. The problem is, do we understand what employees want and what shall motivate them. I would suggest assessing that situation first before considering any policies. Why is it that no one wants to work more than their target? Policies have to be motivating rather than punitive. Check what people want and also consider what kind of organization your MD wants to create in the next 5 years. Merge both, and you will get the answer.
From India, Bangalore
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The problem is not what policies you create. The problem is, do we understand what employees want and what shall motivate them. I would suggest assessing that situation first before considering any policies. Why is it that no one wants to work more than their target? Policies have to be motivating rather than punitive. Check what people want and also consider what kind of organization your MD wants to create in the next 5 years. Merge both, and you will get the answer.
From India, Bangalore
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