Hi Colleagues, Recently, our HR Team has been challenged by an operational HOD on the principle, process, and objective of PMS. Accordingly, he claims:
1. Appraisal is only worth doing if it impacts an increment; otherwise, it is a waste of time.
2. All corporate majors (he tried to say TATA Motors as he was an ex-GM there) ignore ratings of self-appraisal when considering an increment.
I would request all HR members directly leading the PMS activity in their organization to share their best practices to help me counter such detrimental positioning in an evolving organization. Look forward to hearing from everyone.
From India, Kolkata
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1. Appraisal is only worth doing if it impacts an increment; otherwise, it is a waste of time.
2. All corporate majors (he tried to say TATA Motors as he was an ex-GM there) ignore ratings of self-appraisal when considering an increment.
I would request all HR members directly leading the PMS activity in their organization to share their best practices to help me counter such detrimental positioning in an evolving organization. Look forward to hearing from everyone.
From India, Kolkata
Acknowledge(0)Amend(0)
Understanding Performance Appraisal (PA) Process
First and foremost, what exactly is the process of Performance Appraisal (PA) in your company that we do not know? Objections like this arise if the process is not uniform across the organization.
Clarifying KRAs and KPIs
Secondly, even if the process is uniform, what are the KRAs? Many times, people do not know the basic difference between KPIs and KRAs. Thirdly, do the KRAs pass the test of the SMART principle?
Specific Inquiry on Operations Head
Please specify the KRAs of the Operations Head. Why does he want to delink ratings of the PA and the salary increase? Just because his ex-company did it, you don't have to do it.
Thanks,
Dinesh Divekar
From India, Bangalore
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8085First and foremost, what exactly is the process of Performance Appraisal (PA) in your company that we do not know? Objections like this arise if the process is not uniform across the organization.
Clarifying KRAs and KPIs
Secondly, even if the process is uniform, what are the KRAs? Many times, people do not know the basic difference between KPIs and KRAs. Thirdly, do the KRAs pass the test of the SMART principle?
Specific Inquiry on Operations Head
Please specify the KRAs of the Operations Head. Why does he want to delink ratings of the PA and the salary increase? Just because his ex-company did it, you don't have to do it.
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Appraisal Form for Staff.doc