What is appraisal policy? Is it compulsory to give appraisal after 1 year? what should be the percentage? If company gives appraisal after 1 year then it is headache for company that every one or two month 2-3 staff increment so it is good to do everyone appraisal at one time in april? If in april then how to manage person who joins in between any month?
I want expert guys to throw there light in detail on my above questions!
Thanks in advance!
Jamith!
From India, Gandhinagar
I want expert guys to throw there light in detail on my above questions!
Thanks in advance!
Jamith!
From India, Gandhinagar
Pl suggest me that review meeting can be conducted while new joinee on probation period.
From India, Nagpur
From India, Nagpur
You can make a cut off period of say 8 months, so if any employee who joins before July 31st can be considered for Apraisal and any employee joining after July 31st would be opted out of Apraisal for that year. The same has to be told or mentioned in the policy/employee handbook and given to the employee at the time of joining
From India, Ahmadabad
733From India, Ahmadabad
we will have to do appraisal in every six month, like April and September,
come into effect for every 8 month or 1 year,
like
anyone join in Jan to March employee are eligible in Sept.
if employee join in April to Sept then eligible in April.
From India
come into effect for every 8 month or 1 year,
like
anyone join in Jan to March employee are eligible in Sept.
if employee join in April to Sept then eligible in April.
From India
Dear Jamith,
You raised up the right point, "If company gives appraisal after 1 year then it is headache for company that every one or two month 2-3 staff increment". Some companies follow up Bi-annual appraisal method to catch up with the solution for this issue. However I would suggest you not to do that, and to fix up the Appraisal period in your company.
What calendar do you consider in your company, is it Fiscal year or Calendar year? December for Calendar year and February (March would be tedious because of year ending process and TDS settlement) for Fiscal would be appropriate. Always have the appraisal and budgeting (road map) done in the same period, to avoid discrepancies. Mark a threshold for people who joins your organization i.e. any employees who has completed their probation and six months to eight month of their service, in your organization would be eligible for Performance & Compensation appraisal program.
However please do a prorated appraisal for the employees who have not completed one year of service in your organization. In this way you can easily resolve the issue.
From India, Bangalore
You raised up the right point, "If company gives appraisal after 1 year then it is headache for company that every one or two month 2-3 staff increment". Some companies follow up Bi-annual appraisal method to catch up with the solution for this issue. However I would suggest you not to do that, and to fix up the Appraisal period in your company.
What calendar do you consider in your company, is it Fiscal year or Calendar year? December for Calendar year and February (March would be tedious because of year ending process and TDS settlement) for Fiscal would be appropriate. Always have the appraisal and budgeting (road map) done in the same period, to avoid discrepancies. Mark a threshold for people who joins your organization i.e. any employees who has completed their probation and six months to eight month of their service, in your organization would be eligible for Performance & Compensation appraisal program.
However please do a prorated appraisal for the employees who have not completed one year of service in your organization. In this way you can easily resolve the issue.
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Performance Appraisal Policy.pdf
Employee Appraisal Form new.doc