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360 degree appraisals.
Dear all wanted to have a feedback in general over 360 degree appraisals in an organisation. how easy or how difficult does it become for an individual to do a 360 degree appraisal. 1. does it eat up a lot of time ? 2. are the 360 reviews really worth the meaning if they are only conducted every quarter or half yearly. 3. do you end up filling tons and tons of subjective questions for every employee and eventually get bored and just want it to end. ? 4. what if the 360 degree appraisal is more easy than you thought it would be ? 5. what if the 360 degree appraisal is round the year and is not just per quarter or just 2 times in a year. 6. what if the 360 degree appraisal helps your identify as an early warning system to the hr that there is a problem between employees. 7. what if the 360 degree appraisal lets the employees rate people approx every day? let us know your thoughts on the same ? we welcome all to share their experience and thoughts here.
Standardise appraisal - should happen from apr-mar every year - template and procedure for the same?
Hello we have appraisals of employees in the month that they join but we want appraisals to standardize appraisals & it should happen from aprmar every year. please help me with a template and procedure for the same so that we can prorate the salary.
Appraisals- should it be yearly or half yearly?
Hi all appraisals depends on the performance of the employee but i want your opinions for the number of appraisal in a year. like most often companies have yearly appraisals for the salary of the employees but also i have seen a few companies that offer appraisal twice a year. so just want to know your views about which is better and why? also does it encourage employee to perform better if we offer early appraisal after 6 months instead of doing it yearly or somewhere it can help in decreasing attrition rate for the company? regards couvery
Bonus calculation
Dear sir we have a practice of calculating and giving bonus as follows: all employees below one year of service will get 8.33 and above one year of service will have 14 of bonus. as we are in garment field and undergoes rigorous social compliance audits frequently let me make it sure is my practice is leaglly correct or will face any charge of violations under any act or code of conducts. awaiting seniors comment on this
Want to know the pros and cons of performance appraisal in january
Dear seniors and citehr members happy new year i need your suggestions. so farwe were having employee appraisals a year from their date of joining . now we are planning to get all the appraisals to one particular month of the yearjan. i have already started the process of reviews 8 months back. two things that i am a bit stuck in are: 1. calculating the increment percentage for employees whose appraisals were already done.although we planned to get the cycle to jan we had done the increment for employees upto the month of aug; sept onwards it is pending. for ex: employees whose increment were done in the month of aug 2014 will get an increment again in jan 2015 7mnths ahead if the original cycle of appraisals were followed there is a score and an increment slab with it ex: again employees whose increment fall in september but were pushed to jan. what will be their increment percentage? 2.will there be any tax implications now that investments by employees have already been done and with this increment in janwill it affect their tax? seniors please help me out. thanks & regards
Performance appraisal need to be changed on prorated base
In my organisation appraisals are followed by date of joining. but for some old eployees appraisals are happing from january onwards only irrespective of their joining date. i want to change that practice and make their appraisal also from doj. please suggest how can we do this in a way that employee do not face any loss.