Dear all,
I have a question regarding performance appraisal. If two people join an office for the same position but with different salaries (e.g., person 1: Rs6000, person 2: Rs10000) and their productivity is the same, how should we conduct their appraisals?
Should the appraisal be the same for both individuals, or should it differ for each of them?
Your feedback on this matter would be greatly appreciated.
Thank you in advance.
Best regards,
Kalpana
From India, Madras
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I have a question regarding performance appraisal. If two people join an office for the same position but with different salaries (e.g., person 1: Rs6000, person 2: Rs10000) and their productivity is the same, how should we conduct their appraisals?
Should the appraisal be the same for both individuals, or should it differ for each of them?
Your feedback on this matter would be greatly appreciated.
Thank you in advance.
Best regards,
Kalpana
From India, Madras
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Dear Kalpana,
There are two types of appraisals that are followed:
1. Performance appraisal based on Key Performance Indicators with objectives and accountabilities.
2. Only based on Key Performance Indicators.
The difference is that one who has the managing points will receive a higher salary, while one who has the control points will receive a lower or considerable salary.
Regards,
Sankar
shivam9992000@gmail.com
From India, New Delhi
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2There are two types of appraisals that are followed:
1. Performance appraisal based on Key Performance Indicators with objectives and accountabilities.
2. Only based on Key Performance Indicators.
The difference is that one who has the managing points will receive a higher salary, while one who has the control points will receive a lower or considerable salary.
Regards,
Sankar
shivam9992000@gmail.com
From India, New Delhi
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Dear Kalpana,
Salary cannot differentiate between the appraisal types. Yes, if their levels or departments are different, then their appraisals would differ in terms of tasks versus performance.
If they both have joined the same department, then the appraisal would depend upon the tasks assigned to them throughout the year, and this would be defined by their superior. You will have to evaluate the tasks performed versus expected and thus define their appraisal accordingly.
In total, their appraisal would differ in terms of KRAs assigned and achieved.
Hope this may solve your confusion.
Warm Regards,
Sumiksha Koul
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Salary cannot differentiate between the appraisal types. Yes, if their levels or departments are different, then their appraisals would differ in terms of tasks versus performance.
If they both have joined the same department, then the appraisal would depend upon the tasks assigned to them throughout the year, and this would be defined by their superior. You will have to evaluate the tasks performed versus expected and thus define their appraisal accordingly.
In total, their appraisal would differ in terms of KRAs assigned and achieved.
Hope this may solve your confusion.
Warm Regards,
Sumiksha Koul
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It Should be difference because when comparing to appraisal , They have to check the experience,attendence,attitude etc. All this we have to check in the appraisal.
From India, Visakhapatnam
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From India, Visakhapatnam
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If you find the productivity as OK, i.e., approximately near to your expectations, then you should give good appraisal to the employee drawing 6000, whereas the employee with 10000 can be given OK appraisal. The logic behind this is that:
(1) Obviously, they both must be aware of each other's salary. Now when it comes to productivity, both are giving the same, irrespective of the difference.
(2) When the company hired this 10000 drawing employee, there must have been an expectation that he could give better results to the company than the person who was offered 6000, but in reality, there is not much difference.
Hence, looking at this criteria, if you give good appraisal to the employee with 6000, he will get motivated that despite the early low beginning, his efforts and work throughout the year were rewarded, and the other guy would understand that he needs to work more as there were more expectations from him; which as he couldn't fulfill hence was not appraised up to the mark.
This will surely boost up productive atmosphere in the organization also. Also, you need to surely consult their seniors on what they think should be rewarded, because after all, they were the better judges with their behavior, attitude towards work, attendance, etc., which are some of the other factors that play an important role in PA.
Hope this short essay would have helped you a bit.
From India, Ahmadabad
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(1) Obviously, they both must be aware of each other's salary. Now when it comes to productivity, both are giving the same, irrespective of the difference.
(2) When the company hired this 10000 drawing employee, there must have been an expectation that he could give better results to the company than the person who was offered 6000, but in reality, there is not much difference.
Hence, looking at this criteria, if you give good appraisal to the employee with 6000, he will get motivated that despite the early low beginning, his efforts and work throughout the year were rewarded, and the other guy would understand that he needs to work more as there were more expectations from him; which as he couldn't fulfill hence was not appraised up to the mark.
This will surely boost up productive atmosphere in the organization also. Also, you need to surely consult their seniors on what they think should be rewarded, because after all, they were the better judges with their behavior, attitude towards work, attendance, etc., which are some of the other factors that play an important role in PA.
Hope this short essay would have helped you a bit.
From India, Ahmadabad
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Performance Appraisal Form for Staff.doc