It has to be consistent and hassle free so that everyone can remember when it will happen so that they can prepare themselves.
27th March 2012 From India, Hyderabad
There is an alternative system which has two months during which the annual appraisals happen in a year, say April and October. Employees who joined from
April to September end of this year, will have their appraisals in the next year April
October and March of this year ,will have their appraisals in the next year October
Helps the management in strategic decision-making and budgeting and there by cost control also
This will help the BU/Group heads to have a better control and will save lot of time
27th March 2012 From India, Selam
Thank you for your reply.
Could you please think some other factors which we could bring under advantage. As i said before we are following quaterly basis appraisal, say for example, employees whoever joins in the month of November, December & January their appraisal will be done on next year January i.e close to end of financial year. so employees couldnt plan for thier tax and losing some money on the same.
Similarlly, i request you suggest/highlight small small point like this.
27th March 2012 From India, Madras
My suggestion is to keep these quarterly sessions but modify or simplify the process into manager-staff feedback session as we do not want any last minute surprises that is too late to rectify. Finally, include an annual full-blown appraisal.
Word of caution though. Do monitor performance indicators e.g. productivity etc before & after change in program because while managers think it is a hassle, your overall company performance may have benefited from this hassle and your employees may be more engaged.
28th March 2012 From Singapore, Singapore