Archnahr
Consultant, Writer And Trainer
Leolingham2000
Management Consultant
Rekhaaaa
H R Manager
Asaavinash
Hr Manager
SAI_KIRAN
Mba Student
Anu_1511
Human Resource
RajendraHR
Sr. It Recruiter
Kurmana
Manager-hr
Nivangune
Service
PDN Lakshmi
Hr & Training Officer
Jemmima
Student
+1 Other

Thread Started by #sujata1jan

Hi All
Would like to have your view on this. we have Annual Appraisal Cycle in our Organization such as Jan to Dec or July to June depends on employee Date of Joining. There is one candidate who joined us on October. Now he is asking for his appraisal. As per his joining he will be completing his 1yr with company on October 2006.
What should I do in this regard? Should I recommend him appraisal or wait till Jan?
Waiting for responses ASAP.
Regards
Sujata
11th October 2006 From India, Faridabad
Hi,
Go by your HR Policy Manual. If there is no such mention in Policy then look for how you have handled such cases in past?
In my opinion you go by the organisation cycle. In this case the employee should be appraised after Dec. The employee should be eveluated for the whole period since he/she has joined. Any performance reward calculation should consider 1.2 year.
Regards
Sunil
12th October 2006 From India, Hyderabad
Hi,
Go Ahead, get his appraisal done. There is no harm in being a little flexible when he has completed 1 year. The employee will feel happy and will respect you and the organisation.
Most of the times we delay it to fall in line with the cycle and what we reap is discontent.
Why do you want to make him look out for a better pay ....How will you react if he comes up with an offer .... You will be forced to negotiate and am sure if he is a valuable employee....money becomes irrelevant and you will do everything possible to keep him on board.
Wot do you say ?
Regards,
Rekha
12th October 2006 From India, Bangalore
Hi
Thanks for your replies.
Hi Rekhaa
Thanks a ton for your suggestion. I think you suggestion is good. If we won't appraise him he will definitely look for another option as he is performing well and I don't think he will wait.
I go by your suggestion.
Thanks once again to you & career-first
Regards
Sujata
12th October 2006 From India, Faridabad
Sujata,
Just to add Gravy to Rekha's comment- I will suggest to make a amendment in HR policy to make an annual appraisal after one year of employee's joining. (Give a good rise in this first appraisal!! )
Remember that one of the objective of HR policy is - retention- amend it to suit changing requirement of market.
What's ur opinion?
Avinash
12th October 2006 From India, Mumbai
Hi Avinash Not a bad idea but for that we will have to do appraisal everymonth. That would be somewhat complicated than this. Isn’t it?. Let me know your view on this. Regards Sujata
12th October 2006 From India, Faridabad
Sujata,
To search , train new a employee is more complicated than this.
Else, you can keep 2 appraisal cycles in such a way that employee is appraised in either of appraisal cycle .This time can vary from min 6 months to maximum of 12 months.
ex-1 Cycle in Jul - employees joined from jul to Jan
2 Cycle in Jan employees joined from jan to Jul
Most big organiastions follow this practice.
Thanx
Aviansh
12th October 2006 From India, Mumbai
Hi Avinash
You are right to search & train a new employee is more complicated than this.
. In our organisation it is Jan to Dec or July to June. I had mentioned it in my post also :D. The employeed had joined in the month of October. So I was asking whether to give him appraisal this time or wait till Jan.
Regards
Sujata
12th October 2006 From India, Faridabad
Sujata,
As I mentioned earlier- he falls in Jul 2 Jan cycle- he should have covered in Jul it self , How ever now you should do it in this cycle... Waiting period should be from 6months to 12 months only... not morethan 12 months.
:arrow: Do it now & avoide enw search!!
Avinash
12th October 2006 From India, Mumbai
COMPANY RULES ARE GUIDELINES ONLY.
IN YOUR CASE,
-WHEN AN EMPLOYEE COMPLETES 12 MONTHS IN CONTINUOUS
SERVICE, THE EMPLOYEE MUST HAVE HIS/HER
PERF. APPRAISAL DONE .
THIS IS IN THE INTEREST OF
-THE EMPLOYEE , WHO WISH TO KNOW WHERE HE/SHE STAND
-AS AN EMPLOYER, YOU SHOULD KNOW WHAT IS THE ACHIEVEMENT
OF THIS EMPLOYEE.
SO LOGICALLY / ETHICALLY AND FROM AN HR PERSPECTIVE,
PERF . APPRA. MUST BE DONE NOW.
REGARDS
LEO LINGHAM
13th October 2006 From India, Mumbai
Hi Sujata,
I have read all the posts in this thread, but some how I don't agree with what all of them have suggested.
In my opinion and as per my experience, I don;t think the apprisal is given to the employee now, we(HR) always expect other employee to abide by the policies and systems, but in this case what expample you are setting?
As per your policy the period for appraisal is Jan-Dec, or June- July. If this person has completed his one year in October, the salary should be raised in January and not now.
What happen if keeping this in mind all other employees will come to you for appraisal, I think then you will only be doing appraisal and not other work.
Retaining is an important function of HR, but not at the cost of the systems. If the employee cannot understand the policies and systems, do you think he or she is worth to be retained.
Think about it in a big picture.
Cheers
Archna
13th October 2006 From India, Delhi
Hi Archana
Thanks for your reply. You might be right however this person is asking for appraisal because somehow he got to know that few of our sales guys (who have joined the same date on which he has joined) have got the appraisal. Actually in our company there is a system to give appraisal to Sales Guy within 10 months if they achieve their target. I donít know the policy is like that. I canít help because it is designed by our management long time back and I am not in a position to change it all of sudden.
Now let me know what do to in that case.
Regards
Sujata
13th October 2006 From India, Faridabad
Hi Sujata,
You did not mention that.
I think no option left but to give him/her appraisal.
But why their is a discrimination in the ploicy for Sales guys, instead of appraisal they can be given incentives for completing targets. In long term, this disparity may lead to more serious problems.
Think about it.
Cheers
Archna
13th October 2006 From India, Delhi
Hi
Actually I didn't want to disclose bad thing about my present company :D though I am totally agree with you. I thought will be able to make decision based on that query only.
I know you are right I would definitely discsuss this issue with my seniors once this issue is resolved.
Thanks for your suggestions.
Regards
Sujata
13th October 2006 From India, Faridabad
Hi Sujata,
To give you light on your query, initially check for your Company Policies. Then i suppose with flexibility in the Appraisal policy, you can go ahead on the procedures for Performance Appraisal.
I would suggest in future you should take care to see that each new employee joining the Organization should be accommodated with the Appraisal time that is already prevailing as per policies. This can be felicitated by taking care during the Offer.
Happy Working
Best Regards
Abhi
13th October 2006 From India
recommand him for the appraisal.
Change the Annual Performance Appraisal policy of the company.
Take the appraisal twice in the year. Set some eligibility critery for the appraisal like personal who completed 4 months in the company, are eligible for the appraisal.
Thank You
13th October 2006
Hi,
I feel Rekha is right!! Please go ahead and do his appraisal. Employees are very important to us.
We have to provide them the motivation at the right time.
Also I would like add a word saying recognition is also very important. Like Appraisals, Birthdays his performance should be noticed and provide the right motivation factor and make them to feel that they are working in the right organization they will provide their best service to the organization.
Now you are too late. You should never expect an employee to ask for the appraisal and recognition. We should analyze it and do it before they could ask for it.
ALL THE BEST
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd.
Bangalore
13th October 2006
Hi,
Also it you want any employee appraisal to be done at every year Jan, then please change the HR policy to the same. Let them know this policy when they join.
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd.
Bangalore
13th October 2006
Hi Everybody,

Welcome to all who have given the valuable time with valuable views. I thought, I should also give my rough-tough idea.

Forget issue of a single employee. Come to general issue.

First and foremeost thing is that THERE SHOULD BE FORMAL INDUCTION PROGRAMME for new comer.

1) Informal Induction: Means simply employee place for to do the job without educationg/informing company policy, procedure,rules, norms, standing order and so on.........this leads to SUJATA's company's problem.

2) Formal Induction:: Means employee start doing job/work after full education/information/training of above all mentioned as per point no 01.......leads to [b]SUJATA,s company's SOLUTION.[/b]

Now Solution to overcome with this problem:

1) If employee is realy an asset for organisation, get done PA and take decision for increment/promotion etc......but keep safe this decision for your PA cycle but informally inform to that employee that you have been considered for SO and SO but it will be effective with...........(as per company PA period).

2) If employee is general contributer for company, you tell straight and forward to him that your PA will be done as per PA cycle and till the time you will have to wait like others employees.

3) IF PA period is of 12 months like April-2006 to March-07( finacial year), employee whose service tennure are more than 75% of this PA period, pls make policy for PA keeping in mind of similarity.

4) IF PA period is of 12 months like April-2006 to March-07( finacial year), employee whose service tennure are less than 75% of this PA period, implement as per point no. 2.

5) In some cases, we should take strong decision keeping in mind of company's interest. I mean to say, IF WE ARE LOOSING A VALUABLE PERSON BUT SAVING MORE THAN 01 VALUABLE PERSON BY WAY OF SUITABLE DECISION, WE SHOULD GO AHEAD TO LOOSE SUCH EMPLOYEE WHO IS CANCER FOR ORGANISATION" . In other way, we can take the example of FREEDOM FIGHTER in this regard also. If we have lost 1000 nationals to get freedom, we are not looser and we are winner.

Note: Hope that, you will have undersatnd my rough-tough views.

Comments are welcome on my views.

Regards

Sidheshwar
13th October 2006 From India, Bangalore
sujata As per ur organization policy Jan to Dec is appraisal period , so employee shoud wait for that period, other wise we have to do everyday appraisal work. Lakshmi
14th October 2006
Hi!,
I think best idea is keep apprisal yearly two times and consider all the employee for apprisal and come out with the hike no( 0 to 15%) based on the market,person criticality and no of months he/she has served in the company.
That way you are always at per market and meeting the employee's expectation too.
In this specific case you sit with the employee and tell him that your
company staying will be considered as 1.2 years and convince hom hat he will get a good hike too.
regards
patra
15th October 2006 From India
Hi Sujata,
When a person is selected and is given the offer he is normally briefed about the policies and the appraisal cycle as well. i think you should stick to the company's policy and not go as per this new employee demands.
I am sure if you give him a raise there will be questioning glance from other employees which will be really difficult to answer unless he was told that if you perform well you will be appraised or unless its a critical position that he filled.
Hope this helps.
Regards
Anandita
16th October 2006 From India, Mumbai
HI sujatha,
Whatever Sujatha saie i agree with that,if the candidate is worth and we can go with that,for bigh things we may go with HR policies.
and
if we replace the candidate or employee ,ie different matter,so we can discuss with TL or PM ,then we can take decision.
cheers
venkat
16th October 2006 From India, Hyderabad
Hi sujatha, His appraisal has to be done in june as there is no way to do an appraisal for a person within 6 months as there is nothing u can judge him on. Regards Kavana
16th October 2006 From India, Ghaziabad
performance appraisal has to be conducted atleast twice before the mid of the year,because evaluating the performance of the employee is very important for him to identify his work potential during that period.
16th October 2006
Hello Sujatha:
After having read all the comments, I would like to put accross my opinion. What ever decision you would take should be in the light of the vision of your HR dept. Secondly, systems are made for our convenience and we should not let them become our masters or rather we should not become their slaves. We should leave some scope for flexibility if it serves the HR & Co.'s purpose. Flexibility again does not mean changing the system every other day but in such a case when the retention of a particular employee becomes very important for the company and the system becomes a hindrance then I guess you should take liberty to deviate from it.
However, you are a better judge to take the decision as you are facing the problem.
All the best.
SAI_KIRAN
17th October 2006 From India, Hyderabad
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