No Tags Found!

moniwali
2

Hi All,
I just want to ask about the Performance appraisal thing. If we decide to make one month say March-April month for the increment for all the employees. so how to go about it?
Suppose some employees have joined just few months back, so would they be getting increment?
Or if an employee has already completed his 1 year in the month of dec? so would he be eligible for arrears till MArch Apr?
Please let me now your views on this. May be some of us might have the same system of performance appraisal system.
Can anyone let me know the forms for appraisal for software developers, test engineers and also for sales person?
Thanks

From India, Bangalore
parulmakkar
6

Hie,
I might help you out by letting u know how we work out our PMS.
We deploy our employees on a 6 months probation period. after this period, we increase their salary (based on performace) a bit. Then annual increment is given in April.
Now the purpose of doing such exercise is that all the employees get their share of increments. We have option to do either of the following:
-- If hes joining us say in July then his confirmation shall be in the month of Dec. We can increase his salary in dec, keeping in mind a margin of increasing his salary again in april.
-- If hes joining us in say dec, then we increase his salary on either April or on confirmation, not twice.
FYI, We are using the first method, in wch we give two tiny increments(that actually are the 2 parts of one justified increment), within a span of just 1 year. This way all our employees stay happy and glued.
Hope it helps.
Regards,
Parul

From India, Delhi
sitaram_cdlhp04
hii.....
i hope my below mentioned points can help you while making decision:
1. normally whoever joins on or before 1st october, only they eligible for appraisal. (logic is they should be able to complete six months in the organisation)
2. then comes the deciding the increment %. here if u want to make some noise on increment then u can the total increment % into 2. where 1st u can give once they'll complete the 6 months and another during appraisal time.
i hope it'll help u to make effective decision.
queries are welcome further
Regards
Sitaram

From India, Agartala
rubina.pinky
I am drafting an appraisal policy for my company. I divided all the employee under three categories.
1) IT department
2) Sales & Marketing department
3) General staff (accounts, admin, HR etc.)
I want to invite your invaluable suggestion for the following points
1. What should be the phases of this appraisal system for different categories?
2. What and how to associate the performance incentive with the different categories?
3. What should be the rating parameters and patterns?
Any other thing you would like to suggest is most welcome.
Regards,
Rubina Ansari

From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.