i am working as HR Executive i am looking for which point are considered in Performance Appraisal.how it works in Organisation for The Salary Increment Process for employees ?
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1. Set Roles & Responsibilities
2. Define KRA - Should be mutually agreed.
3. Based on KRA, define KPI - Should be mutually agreed.
4. Monitor performance month-wise.
5. Review with top management if required once every 3 months or quarterly.
6. Based on the 12-month performance, you can conduct the appraisal.
From India, Pune
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4702. Define KRA - Should be mutually agreed.
3. Based on KRA, define KPI - Should be mutually agreed.
4. Monitor performance month-wise.
5. Review with top management if required once every 3 months or quarterly.
6. Based on the 12-month performance, you can conduct the appraisal.
From India, Pune
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While agreeing with Mr. Prashant, the addition is that you can link those monthly monitored reports of KRAs and KPIs, club them into an annual report, and then decide on the salary increments. Top management can also be advised to have salary grids to link them to the annual appraisal reports collected.
Going a step ahead, when the quarterly review of employee performance by these set KRAs is done, you can discuss with employees to make them aware of their score/performance. The quarterly review helps to assess their achievements and shortfalls.
You can even reward on a quarterly basis if your budgets permit.
From India, Hyderabad
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Going a step ahead, when the quarterly review of employee performance by these set KRAs is done, you can discuss with employees to make them aware of their score/performance. The quarterly review helps to assess their achievements and shortfalls.
You can even reward on a quarterly basis if your budgets permit.
From India, Hyderabad
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Performance Appraisal Components
For performance appraisal, you can divide this into three parts to assess performance:
1. Task and Assignment
- This includes the number of projects and assignments given to employees and scores based on their performance.
2. General Knowledge
- You can evaluate their performance based on job knowledge, quality of work, responsibility, attendance, interpersonal relations, etc.
3. Inner Strengths and Contributions
- Lastly, you can assess their inner strengths, weaknesses, and any special contributions.
I hope this will assist you in conducting employee performance appraisals.
Thanks,
Arvind
From India, Moga
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For performance appraisal, you can divide this into three parts to assess performance:
1. Task and Assignment
- This includes the number of projects and assignments given to employees and scores based on their performance.
2. General Knowledge
- You can evaluate their performance based on job knowledge, quality of work, responsibility, attendance, interpersonal relations, etc.
3. Inner Strengths and Contributions
- Lastly, you can assess their inner strengths, weaknesses, and any special contributions.
I hope this will assist you in conducting employee performance appraisals.
Thanks,
Arvind
From India, Moga
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Performance Appraisal evaluation.doc
Improving Employee Performance Through Appraisal And Coaching.pdf