Dear Seniors,
Wishes!!
Please advise: We are in the process of restructuring, and many employees are eligible for elevation considering their experience, salary, last three years' appraisal rating, and other parameters. Salary plays a major role in this. Many employees are eligible for a one-grade elevation, and a few are eligible for a two-grade elevation.
How can the HR Head assess the actual competency and ability of employees to fit into the next level/grade without the help of the Technical department? HR needs to assess the fitment for all departments, the corporate team, the field team, and the overall organization. (A competency matrix does not currently exist.)
Thanks in advance.
Meenu
From India, Gurgaon
11Wishes!!
Please advise: We are in the process of restructuring, and many employees are eligible for elevation considering their experience, salary, last three years' appraisal rating, and other parameters. Salary plays a major role in this. Many employees are eligible for a one-grade elevation, and a few are eligible for a two-grade elevation.
How can the HR Head assess the actual competency and ability of employees to fit into the next level/grade without the help of the Technical department? HR needs to assess the fitment for all departments, the corporate team, the field team, and the overall organization. (A competency matrix does not currently exist.)
Thanks in advance.
Meenu
From India, Gurgaon
Eligibility fitment as part of performance appraisal is to be decided not by the HR person alone, but by the department head and the HR together. The HR person cannot judge an employee but can only suggest to the departmental head about his habit of coming late, habit of taking leave, etc. This is a process in which findings may become biased. The role of HR is to identify and address these issues to make the process as perfect as possible.
From India, Kannur
From India, Kannur
Where the assessment is based purely on seniority, the decision-making process would involve HR. However, in cases where a merit-based comparison is required, the Performance Report would serve as the foundation. It is advisable to adopt a Committee-based approach and engage line personnel in the process. HR plays an advisory role and aims to achieve a harmonious balance among various departments.
From India, Mumbai
From India, Mumbai
What I can understand is that the organization is in a process of reassessing each position/grade within the organization as part of restructuring. The organization is evaluating the individual employees who are functioning in those positions based on their PMS score for the last 3 years, overall experience, and other parameters.
In my opinion, this should be done by a team consisting of major departmental heads along with the HR head. There is a possibility, as also mentioned in the original post, that for some employees, there may be a two-grade elevation.
In the absence of any competency matrix, the team may apply a method called neutralization. In this process, the HR head has a major role to play. After compiling all the data, the HR head should compare each position and grade within the organization to identify the cases with the maximum deviation. For example, in a particular grade with almost similar experience and a good PMS score, there may be a significant difference in remuneration for one or two employees compared to the average/median of the group, either on the higher side or much below the average/median of the grade. In those cases, neutralization will be required to maintain internal parity.
The process of neutralization varies from organization to organization. It may occur in one go or in steps over a few future years. This type of organizational restructuring is highly sensitive, and care should be taken properly, considering many factors, especially the individuals who have a bundle of emotions.
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in USD HR Solutions – To strive towards excellence with effort and integrity
From India, New Delhi
In my opinion, this should be done by a team consisting of major departmental heads along with the HR head. There is a possibility, as also mentioned in the original post, that for some employees, there may be a two-grade elevation.
In the absence of any competency matrix, the team may apply a method called neutralization. In this process, the HR head has a major role to play. After compiling all the data, the HR head should compare each position and grade within the organization to identify the cases with the maximum deviation. For example, in a particular grade with almost similar experience and a good PMS score, there may be a significant difference in remuneration for one or two employees compared to the average/median of the group, either on the higher side or much below the average/median of the grade. In those cases, neutralization will be required to maintain internal parity.
The process of neutralization varies from organization to organization. It may occur in one go or in steps over a few future years. This type of organizational restructuring is highly sensitive, and care should be taken properly, considering many factors, especially the individuals who have a bundle of emotions.
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in USD HR Solutions – To strive towards excellence with effort and integrity
From India, New Delhi
If people have to grow in their career, the organization has to grow financially. Both are interlinked. One level or two-level promotions should happen based on individual performance only. In several organizations, multi-level promotions do not happen annually. Promotions happen only when there is a need for the organization, not time-based. There should be a proper org structure, slots available for promotions. The need has to be there. If you do not have competency or performance-based modeling, then your organization may suffer sooner than later.
From India, Bengaluru
From India, Bengaluru
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