Dear All
we are a start up company. All employees joined in oct,2011 and later.
we are planning for Annual appraisal process to be done in April,2012. In our scenario most of all are in probation period. so do we need to conduct the annual appraisal process for them or not. If not then when should they be given appraisal process(for salary hike) next.
Kindly help me.
Navya
From India, Hyderabad
we are a start up company. All employees joined in oct,2011 and later.
we are planning for Annual appraisal process to be done in April,2012. In our scenario most of all are in probation period. so do we need to conduct the annual appraisal process for them or not. If not then when should they be given appraisal process(for salary hike) next.
Kindly help me.
Navya
From India, Hyderabad
HI Navya,
IF it is Annual Appraisal then Employees who have joined in Oct and later shall be eligible in coming Oct month. Few managements gives Appraisal after completion of probation period also. please check with your Management and go head.
Regards,
Sulochana
From India, Mumbai
IF it is Annual Appraisal then Employees who have joined in Oct and later shall be eligible in coming Oct month. Few managements gives Appraisal after completion of probation period also. please check with your Management and go head.
Regards,
Sulochana
From India, Mumbai
Greetings,
Appraisal can either be pro-rated if initiated annually as per the calendar year or within an year, from the date of joining of the employee. Your organization is a start-up. Hence, an annual appraisal might not seem required now as the strength of the employees remains low. Keeping it to the date of joining remains simple in the beginning. However, will need to bring everyone in the same appraisal cycle at a later point of time, which is a huge exercise.
Suggest, you consider the calendar year, it would remain manageable later.
From India, Mumbai
1858Appraisal can either be pro-rated if initiated annually as per the calendar year or within an year, from the date of joining of the employee. Your organization is a start-up. Hence, an annual appraisal might not seem required now as the strength of the employees remains low. Keeping it to the date of joining remains simple in the beginning. However, will need to bring everyone in the same appraisal cycle at a later point of time, which is a huge exercise.
Suggest, you consider the calendar year, it would remain manageable later.
From India, Mumbai
Dear Navya
As this is the first year of appraisal, you can go ahead as advised by Ms. (Cite Contribution). The Prorated appraisal and increment amount must be the best way to keep the employees morale high. If you wait for completion of 1 year for every employee, then it will be very difficult to make appraisal individually for all the employee. Hence make the first year on pro-rata basis and continue the same procedure in future also.
From India, Kumbakonam
As this is the first year of appraisal, you can go ahead as advised by Ms. (Cite Contribution). The Prorated appraisal and increment amount must be the best way to keep the employees morale high. If you wait for completion of 1 year for every employee, then it will be very difficult to make appraisal individually for all the employee. Hence make the first year on pro-rata basis and continue the same procedure in future also.
From India, Kumbakonam
If your company is doing extremely good, please go ahead with appraisals based on individual’s performance ( do not call it annual). Best wishes Surendar
From India, Hyderabad
From India, Hyderabad
If you are doing appraisal for the employees on completion of 1year with their joinings, its find too difficult for the management to find the employee every month who has completed 1 year... But if your appraisal is like that on an particular month on an year, calculate it on some percentage basis for 1yr completion , 6month completion... thn its easy..
From India, Chennai
From India, Chennai
the employee is eligible only after completion of probation period, because the employee is not considered as a permanent employee of the company during probation hence he is not benefited from the benefits of the permanent employees.... after probation he may be considered, usually depends upon the company procedures... but before the completion of probation, can not claim for appraisal.... if the company wish to provide the benefit then he may be benefited... there are few cases where employee has got the promotion in just 2 months from the date of joining... employee has no right to claim but company can always appreciate the good work......
From India, Bangalore
From India, Bangalore
Annual appraisal is normally only for those who are regular and in respect of whom KRA and ORA is agreed upon. Normally there is a separate appraisal for Probationers and separate for trainees, to evaluate their performance, discipline, commitment etc to the Company and to help take an informed decision whether they can be confirmed as regular and fit to be a regular employee. In case of probationers or trainees appraisal, there is no self-appraisal part and no discussion is taken up with appraisees and the periodicity is once in three month or six month so that if the person is not suitable, he is not continued needlessly and terminated.
O. Abdul Hameed
From India, Coimbatore
O. Abdul Hameed
From India, Coimbatore
Dear All,
There are two options :
1. Conduct the Annual Appraisal keeping the probation period same , i.e , after completion of the probation he will be confirmed without any salary hike .
2. Conduct the appraisal after completion of probation period & consider the salary hike during that time . Also make a rule that probationers are not entitled for annual appraisal.
From India, Calcutta
There are two options :
1. Conduct the Annual Appraisal keeping the probation period same , i.e , after completion of the probation he will be confirmed without any salary hike .
2. Conduct the appraisal after completion of probation period & consider the salary hike during that time . Also make a rule that probationers are not entitled for annual appraisal.
From India, Calcutta
Hi Navya,
This is the right time for your organization to set its policy in place. You can keep it an Annual process in which case you can standardize October for the Appraisal cycle. (I am assuming that the organization came into existence then).
The other case is, in case your organization wants to align the Annual appraisals with the financial year, it is wise to do it now. However, please ensure that the employees are made aware that this will be an annual cycle aligned with the financial year and that there will be no appraisal in October. The next appraisal will be in April 2013.
Many a times we forget to provide important communication to the employees thereby leading to mis-understanding between the employees & management.
Hope this helps.
Regards
Ashfaq
From India, Pune
This is the right time for your organization to set its policy in place. You can keep it an Annual process in which case you can standardize October for the Appraisal cycle. (I am assuming that the organization came into existence then).
The other case is, in case your organization wants to align the Annual appraisals with the financial year, it is wise to do it now. However, please ensure that the employees are made aware that this will be an annual cycle aligned with the financial year and that there will be no appraisal in October. The next appraisal will be in April 2013.
Many a times we forget to provide important communication to the employees thereby leading to mis-understanding between the employees & management.
Hope this helps.
Regards
Ashfaq
From India, Pune
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Employee Appraisal Form new.doc