Dear All,
I have recently taken up a new project with a Telecom firm having 800 employees.
Currently, there is no existence of a Performance Management System/Performance Appraisal process in the organization.
This month, various employees are due for an annual raise in their salaries. Currently, salary revision is done based on the supervisor's recommendation without any involvement of employees and HR.
From an HR perspective, how can I add value in making decisions to revise the salary for these groups of Technical and Support Staff?
Can we expect these employees and their supervisors to identify and evaluate their KRAs and performance, despite the lack of Job Descriptions, KRAs, or any other available documents? I am in the process of implementing a PMS, but it will take some time and will facilitate making such decisions in the future.
I have developed a performance appraisal form, but would it be fair to have them fill it out now? In fact, I have identified some common KRAs and Behavioral Competencies on which they can be evaluated.
What should be my approach?
Regards,
Ruchika
From India, Delhi
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I have recently taken up a new project with a Telecom firm having 800 employees.
Currently, there is no existence of a Performance Management System/Performance Appraisal process in the organization.
This month, various employees are due for an annual raise in their salaries. Currently, salary revision is done based on the supervisor's recommendation without any involvement of employees and HR.
From an HR perspective, how can I add value in making decisions to revise the salary for these groups of Technical and Support Staff?
Can we expect these employees and their supervisors to identify and evaluate their KRAs and performance, despite the lack of Job Descriptions, KRAs, or any other available documents? I am in the process of implementing a PMS, but it will take some time and will facilitate making such decisions in the future.
I have developed a performance appraisal form, but would it be fair to have them fill it out now? In fact, I have identified some common KRAs and Behavioral Competencies on which they can be evaluated.
What should be my approach?
Regards,
Ruchika
From India, Delhi
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Yes, you can circulate the form among your employees and then to their superiors and so on, asking them to approve each point mentioned in the duly filled form. Employees can provide you with the best feedback required for your evaluation; this feedback, followed by approval from their team leader/immediate managers, will strengthen their claims. Through this process, you will be able to identify the best, average, and underperforming employees.
Hoping this reply addresses your query.
With best wishes and regards,
Khaiser Ali Shah
From Saudi Arabia, Riyadh
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9Hoping this reply addresses your query.
With best wishes and regards,
Khaiser Ali Shah
From Saudi Arabia, Riyadh
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Hi!
Conducting an Annual Review without having a PMS (Performance Management System) is possible, except that:
1. Promotion & rewards would be essentially seniority-based.
2. Can be accused of the usual appraisal pitfalls (e.g., subjectivity, favoritism, arbitrariness).
3. Will be difficult to use as a basis for disciplinary action.
4. May NOT be legally defensible if used as a basis for dismissal among poor performers.
You still have a good option left. Just buy a good canned PMS that is easy to understand, explain, and implement. My company has this type of PMS.
Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting / 00632-787-0423 (landlines) (mobile)
From Philippines, Parañaque
Acknowledge(0)Amend(0)
Conducting an Annual Review without having a PMS (Performance Management System) is possible, except that:
1. Promotion & rewards would be essentially seniority-based.
2. Can be accused of the usual appraisal pitfalls (e.g., subjectivity, favoritism, arbitrariness).
3. Will be difficult to use as a basis for disciplinary action.
4. May NOT be legally defensible if used as a basis for dismissal among poor performers.
You still have a good option left. Just buy a good canned PMS that is easy to understand, explain, and implement. My company has this type of PMS.
Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting / 00632-787-0423 (landlines) (mobile)
From Philippines, Parañaque
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Performance Management System.doc