Recruitment/talent Acquisition, Career Counselling
Ir & Hr
Viraj is right--unless you give the FULL & COMPLETE details how do you expect the Forum members to give you the right advice?
You mentioned: 'terms & conditions'. What do you mean by this? This can mean many things, depending on the context and/or situation.
In short, 'if you want the right answer, pl ask the right question'.
16th April 2011 From India, Hyderabad
Greetings of the day ,
What I can make out from your Query that “what can be the concequesnce of non accptence of appraisal,
Well we should know that Apraisal is a system through which an employer communicates his feed back to the employee regarding his performance in the Role assigned by him, it also communicates what are the KRA assigned to the employe and what is expected from the team mate and where is he stands in terms of performance
As we know that appraisal is a feed back “ there are many a methods available to communicate the feed back, if an employee does exceptional good or there are some standards of measurement
Below the thresehold
Exceeds the expectation
If an employee performs excepatnaly well employer may communicate his feed back by any of the following methds
#awards or memento
#appprication in any forms
In case the employee does not meets the expectation in such case the feed back may be
#performance improvement plan
#Training and development etc
Non accptence of appraisal means as an employee you are not interested to know what is your performance : as a result of which u gets a negative remark : there may or may not be a punishment but it all depands on the organizational philosophy
As you have asked if the terms and conditions are not accptable what can be done " well if you are not happy with the out put of the appraisal in such case you can always say no to the incentives or benefits awarded to you in the appraisal but feed back of your performance you can always take with a positive note
Thanks and regard
Corporate trainer sales and management
16th April 2011 From India, Pune
If an employee refuses to sign or acknowledge the same there is no need for any further discussion and the same can just be noted down. Once u have shown the appraisal it is as good as communicating to the employee.
17th April 2011 From India, Chennai
I have following query similar to Meenakshi's question.
My question is :-
Few companies when communicating the results of Appraisal process also communicate change in HR policies. Example, number of Leaves being reduced from 15 to 10 or Increase of notice period from 1 month to 3 months and likewise. In such situations, few employees would not Accept the Appraisal letter.
What can be done in such situation is the question.
18th April 2011 From India, Ahmadabad
Wherever there is a change in HR related policies by and large it is the responsibility of department HR to communicate the change to the employees .
If the employees are un happy with the exsting HR policies they can always draw the attention of Higher management and also by raising the Query or complaint to the management team , if issues still presists then legal attention can also be brough if at all The Organisation violate the core Labour laws , shops and establishment act, Employee state insurance act. un less the regulations are violated legal challange may not be initiated .
Corporate and Managment Trainer
18th April 2011 From India, Pune
I presume this is reg. your annual self appraisal of yr.perforamance for the last yr. Am I correct ?
It is in vogue that an employee has to submit a self appraisal in the format prescribed detailing his/her performance vis-a-vis assigned duties, projects, targets etc. Here one has to take care not to miss any of his performance worth mentioning but at the same time not to take undue credit where he has not done anything, not to exaggerate. After completing when U submit to yr. HOD the appraisal should be reviewed impartially by the HOD and grades are assigned. Wherever HOD finds the appraisal is not speaking truth or performance was found less than anticipated by the HOD an unsatisfactory remark is mentioned and in all fairness such unsatisfactory remarks should be conveyed in secret to the employee concerned for further clarification/guidance. And such clarification also should be recorded therein in the Appraisal form. Such system may vary from estt to estt. But one has the right to know the remarks of HOD especially if it were to be an adverse remarks. U R free to discuss yr.apprehensions openly to yr.HOD or HR Managers in this reg. You should have open mind if at all there are certain thing wanting in U.
18th April 2011 From India, Bangalore
That is the reason why there is one more layer above called 'Reviewer" needs to be set up. In our organization we have system like this. Appraisee -----> Apraiser -----> Reviewer
In order to avoid bias, Appraiser's boss i.e. Reviewer verifies the authenticity of the performance appraisal done by the Appraiser.
See the performance appraisal form, that has been designed in our organization - attaching the same to give you a clarity.
Have a closer look at the guidelines and you will understand that the performance review has to be done systematically and scientifically without any fear or favor. Secondly, at the end of each part, both the appraisee and the appraiser sign the form. Once this is done means the appraisee is communicated about his strengths and weaknesses. There is no separate communication is required. The Reviewer ensures later that the performance appraisal is done in a fair manner and he is empowered to address those points where he differs, with proper justification. By following this sytem scientifically, I do not think any employee will have grudge or feel dejected about it.
The so called pay hike / promotion , etc. are nothing but END RESULT of the performance review program that happens after the appraisal process. Normally the result of the performance review is communicated to him through a revised salary structure, a letter of promotion, etc.
18th April 2011 From India, Madras