Hi all,
Currently, we have a quarterly appraisal system in our company, and we are looking to change it to a half-yearly appraisal system. Can you suggest the merits and demerits of the half-yearly appraisal system and how to execute it without any problems?
Best regards,
From India, undefined
Acknowledge(0)
Amend(0)
Currently, we have a quarterly appraisal system in our company, and we are looking to change it to a half-yearly appraisal system. Can you suggest the merits and demerits of the half-yearly appraisal system and how to execute it without any problems?
Best regards,
From India, undefined
Acknowledge(0)Amend(0)
Dear Praveen,
You have not provided details of your industry, whether you have white-collared employees or blue-collared ones, their qualifications, whether the PA process is manual or assisted by software, how much time is spent in executing the PA process, whether you have trained your Managers in the execution of the PA process or not, and so on. Secondly, did you feel a need to change the PA system from quarterly to half-yearly?
Length of the performance cycle apart, what matters is whether you measure what needs to be measured. Have you identified costs and ratios associated with your business? If yes, then do you measure them scientifically? If yes, have you assigned these costs and ratios to the respective HODs?
Lastly, the PA should motivate the juniors, and in no way should they feel that their manager did any injustice to them. PA processes may look good on paper, but they have not prevented junior employees from becoming disgruntled or demotivated due to perceived injustice. This, in turn, leads to their exit and has become a cause of employee attrition in some companies.
These are the larger issues associated with the PA process. Please respond to all the questions in your next correspondence.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8218You have not provided details of your industry, whether you have white-collared employees or blue-collared ones, their qualifications, whether the PA process is manual or assisted by software, how much time is spent in executing the PA process, whether you have trained your Managers in the execution of the PA process or not, and so on. Secondly, did you feel a need to change the PA system from quarterly to half-yearly?
Length of the performance cycle apart, what matters is whether you measure what needs to be measured. Have you identified costs and ratios associated with your business? If yes, then do you measure them scientifically? If yes, have you assigned these costs and ratios to the respective HODs?
Lastly, the PA should motivate the juniors, and in no way should they feel that their manager did any injustice to them. PA processes may look good on paper, but they have not prevented junior employees from becoming disgruntled or demotivated due to perceived injustice. This, in turn, leads to their exit and has become a cause of employee attrition in some companies.
These are the larger issues associated with the PA process. Please respond to all the questions in your next correspondence.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.