Dear All,
In my compnay Increment decided by Director. Generally it is Flat means 15%, 20% for all employee. I want to bulid up a system such as PMS & increment depends on such system. So, employee who work hard during year his increment will be higher. Please guide me.
Awaiting your response.
With Regards,
Vineet Deshmukh
From India, Yavatmal
25In my compnay Increment decided by Director. Generally it is Flat means 15%, 20% for all employee. I want to bulid up a system such as PMS & increment depends on such system. So, employee who work hard during year his increment will be higher. Please guide me.
Awaiting your response.
With Regards,
Vineet Deshmukh
From India, Yavatmal
Thank you Pooja & Pon Sir for your reply.
I am thinking to develop PMS in my organization. One proposal is in my mind about PMS (Management approval still remaining) i want to just share with you:
First i want to develop PMS in Engineering Department. Following points i have considered about PMS:
1) I am distributing there (Engineer's) performance in two parts:
a) Regular Work b) Projects.
a) Regular Work:-> In regular work following things i am considering
1) Attendace 2) In time- Out Time 3)Log books Maintaining 4)Break Down Performance 5)Consumption Performance etc. Each criteria having separate marks.Some % of Increment is fix for Regular work criteria. This percent of increment is given according to there marks obtain in this criteria.
b) Projects:-> Some % of increment is fix for Projects criteria & this Increment in % is only given after completion of project.For Example, If one project is given to 5 Engineers under the heading of " To reduce Break down by 10%". If engineers successful in this projects then seperate percent of increment is given to the team after analyzation by Management.
Awaiting your response.
With Regards,
Vineet Deshmukh
From India, Yavatmal
I am thinking to develop PMS in my organization. One proposal is in my mind about PMS (Management approval still remaining) i want to just share with you:
First i want to develop PMS in Engineering Department. Following points i have considered about PMS:
1) I am distributing there (Engineer's) performance in two parts:
a) Regular Work b) Projects.
a) Regular Work:-> In regular work following things i am considering
1) Attendace 2) In time- Out Time 3)Log books Maintaining 4)Break Down Performance 5)Consumption Performance etc. Each criteria having separate marks.Some % of Increment is fix for Regular work criteria. This percent of increment is given according to there marks obtain in this criteria.
b) Projects:-> Some % of increment is fix for Projects criteria & this Increment in % is only given after completion of project.For Example, If one project is given to 5 Engineers under the heading of " To reduce Break down by 10%". If engineers successful in this projects then seperate percent of increment is given to the team after analyzation by Management.
Awaiting your response.
With Regards,
Vineet Deshmukh
From India, Yavatmal
Hi Vineet,
but also keep few things in your mind that a policy cannot be rolled out without prior information.
Which means this policy should be launched atleat post six months of its approval.
Otherwise many employees would cribb on this " as they were not aware throughout the year".
Regards,
Satish Pandey
Jaipur
From India, Jaipur
but also keep few things in your mind that a policy cannot be rolled out without prior information.
Which means this policy should be launched atleat post six months of its approval.
Otherwise many employees would cribb on this " as they were not aware throughout the year".
Regards,
Satish Pandey
Jaipur
From India, Jaipur
Hi vineet,
If your director is giving out flat rate to all employees, wouldn't you be contradicting his/her policy by coming out with a scaled reward system?
If you'd like to use PMS, the simplest way is to lump up overall increment budget to your dept and distribute from there based on staffs' ratings.
Rgds,
Daeren
From Malaysia, Bayan Lepas
If your director is giving out flat rate to all employees, wouldn't you be contradicting his/her policy by coming out with a scaled reward system?
If you'd like to use PMS, the simplest way is to lump up overall increment budget to your dept and distribute from there based on staffs' ratings.
Rgds,
Daeren
From Malaysia, Bayan Lepas
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