Hi Seniors,
I have joined an export manufacturing company. Prior to my joining, one of the directors of Operations used to take care of all issues related to HR/IR. So, after joining here, I have to start from scratch as each policy was based on the nature of work and environment, and there was no consistency in policy across the group. Since it's time for appraisals, I have started as follows:
1. Presentation to top management regarding the importance of PA and initial preparation for the same and what the results will be.
2. I have made groups - i.e., Line managers/Factory managers/Supervisors, etc., to help them understand and have faith in the system I am going to introduce.
3. Before starting the preparation, I have asked them to fill out the JD Form, and simultaneously, I have created a generic JD for each role. After receiving their JD form, I have made a skill matrix to clarify who is performing what function and what kind of appraisal is required.
a. I am emailing you the forms for JD/SKILL MATRIX/PA. Kindly let me know if I am on the right track.
b. Also, most importantly, please advise the best way to calculate PA Rating and what percentage increase is typically given. Is it based on departments like Production/Marketing/Purchase/Logistics receiving a minimum of a 15% increase (if the rating is between 50 to 65 points), and other departments like A/C/Admin/HR receiving 10%?
An early response would be highly appreciated.
Please guide.
Looking forward to hearing from you.
Warm Regards,
Anagha
From India, Calcutta
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2I have joined an export manufacturing company. Prior to my joining, one of the directors of Operations used to take care of all issues related to HR/IR. So, after joining here, I have to start from scratch as each policy was based on the nature of work and environment, and there was no consistency in policy across the group. Since it's time for appraisals, I have started as follows:
1. Presentation to top management regarding the importance of PA and initial preparation for the same and what the results will be.
2. I have made groups - i.e., Line managers/Factory managers/Supervisors, etc., to help them understand and have faith in the system I am going to introduce.
3. Before starting the preparation, I have asked them to fill out the JD Form, and simultaneously, I have created a generic JD for each role. After receiving their JD form, I have made a skill matrix to clarify who is performing what function and what kind of appraisal is required.
a. I am emailing you the forms for JD/SKILL MATRIX/PA. Kindly let me know if I am on the right track.
b. Also, most importantly, please advise the best way to calculate PA Rating and what percentage increase is typically given. Is it based on departments like Production/Marketing/Purchase/Logistics receiving a minimum of a 15% increase (if the rating is between 50 to 65 points), and other departments like A/C/Admin/HR receiving 10%?
An early response would be highly appreciated.
Please guide.
Looking forward to hearing from you.
Warm Regards,
Anagha
From India, Calcutta
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Performance Appraisal Form for Staff.doc