Business Mentor, Consultant And Trainer
B K BHATIA
Director Of Company
It appears that you do not have proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself they should be told that when their appraisal will take place. The salient features of policy could be as below:
a) Appraisal may be done quarterly. Appraisal cycle of one year is too long. Nevertheless, salary hike may be done a son 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take that can be decided in the policy.
c) % of salary hike should be linked to the score of PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Sample KPI and KRA Manual: - If you wish to know the structure of format of the KPI and KRA Manual, then you may click the following link. The Excel Workbook has multiple sheets. Each sheet has KRAs for various functions. Though these are not related to your industry, overall these will give you idea the format, structure and design of the manual.
For further doubts, you may call me on my mobile number.
10th August 2016 From India, Bangalore
10th August 2016 From Nepal, Kathmandu
We are Sarda Solutions and Technologies Pvt Limited, developed our PMS system for 100 to 3000 and above employees, Kaushal software, kindly look into our website www.sstpl.co.in and look into Kaushal PMS software demo.
11th August 2016 From India, Raipur
Yearly reviews are done in % in some companies. What is the acceptable range increment provided to the developers based upon their evaluation ratings?
12th August 2016 From Nepal, Kathmandu
Having taken pains to design such a beautiful system, do not lose the opportunity of implementing the same in letter & spirit.
18th August 2016 From India, Delhi
Does anyone have a better idea or suggestion for an Appraisal system . I have been using the 360 degree appraisal process in my current organization and that works best. However, I would definitely like to explore something new, that is interesting and involves fun with seriousness.
Is there anything apart from the traditional method of appraisals that anyone has been using.
23rd August 2016 From India, Mumbai
Its pretty normal if Managers are also struggling with giving Performance Objectives for their employees. This makes your task cut out.
Now not only you have to implement a system of Performance Management, but have to get a culture of performance reviews in your organization.
To begin with, ask your Founders to define broader objectives, ask PMs to set expectations to those objectives and break it one by one.
A lot of GroSum (Performance Management System) clients have done that and has helped them.
If you still looking at a detailed methodology, you can look at this document : https://grosum.com/blog/15_Best_Ques...eviews_Part_1/
Your rating scales are decent, you can look to make the rating scales subjective to employees and then connect them to numbers later.
Let us know your take on this and how it went.
30th August 2016 From India, Howrah