Just Finished Appraisals: How Do I Handle Increments and Non-Trainable Improvements?

I have just finished with the appraisals in my company :icon1:. I have got the individual employee scores, the training needs, and the individual areas of improvement.

But what's next? Training them in the areas they need improvement is one thing. What about the increments? How to go about it? And how to improve those aspects where training can't be provided by the company? :huh:

Please provide me with some ideas. I am new in this field, and this is my first job.

Dear Priyanka,

Here are the answers:

1) Training Needs - Collate all the training needs in an Excel sheet and then analyze what's majorly in demand. Accordingly, prepare a training calendar, talk to a few external trainers, and finally, after fixing the schedule, send the same to everyone so that people can book their calendars accordingly.

2) Rating and Increments - Draft a letter that includes the details of the rating and the percentage increment along with the revised salary. Let me know if you need a format.

3) Areas of Improvement - Sit with the employee and their reporting manager to work out an action plan against each area. You need to be very strategic in informing the Operations Manager that you have to be a part of the "Action Planning" discussion because operations people generally don't want HR to be a part of such sessions.

Let me know if you need any other help!

Hi Priyanka,

First you have to decide identification of core training competencies needs including critical skills according to respective department. Then prepare training schedule, training calendar and final follow up time to time.

For eg. If Sales Executives / Managers have full knowledge details of products i.e. price, competitors's price etc. Even they know ideal customers but do not know about starting initial communications skill to attract those customers. Then what will be result?

Here you can implement core training competencies needs to improve your sales and marketing team to achieve targets.

Increment is mostly depends on the percentage of achieving given targets for sales and marketing and for others on KRA,KPA,KPI of respective department.

For.eg for HR Dept.

KRA :- Recruitment / Selection
KPA :- Recruitment
KPI :- Reduce time to fill vacancy.

This is the basic for you.
Pls revert back if you have any doubts


Sunil Wayal

Hi,

I manage a team of 6, and each of them works on different processes (essentially 1 FTE roles). They primarily focus on reporting and data entry tasks. I would appreciate some assistance in establishing SMART objectives for my team. Could you please provide me with some ideas on how to proceed with this? Thank you!

Thanks a lot Mr. Chanda and Mr. Sunil for the valuable input. Could you help me more with the following:

1) Some employees face communication problems like speaking fluently in English.

2) One employee is assertive and argues against every suggestion not because of bad behavior but due to his own concepts about the way of working.

3) Another employee doesn't follow up with his superior and often makes decisions on his own. While they are usually correct 99% of the time, he lacks the authority. Additionally, if his decisions are accepted, another issue arises as he sometimes forgets to inform his superior about them.

In all the above cases, what kind of training should be provided? Any ideas?

On completion of the appraisal process, you are provided with scores on employee performance, training needs both job-oriented and behavior-oriented. Job-oriented trainings that can result in improved performance by an employee can be delivered either by a senior resource within the organization or an expert in the field, depending on your financial allocation. Behavioral training can be imparted by you or behavioral consultants available in your respective places, again dependent on financial allocation. Finally, on the financial rewards that everyone expects from the organization, you need to take into account the organization's capacity to pay. Probably, develop a metric to convert performance scores into reward points.

Hi Priyanka,

After evaluating the appraisal scores of every employee, you can sit with each individual and find out what they feel about their training needs and interests. This approach may help bring out their thoughts and enable you to effectively persuade them on their training requirements. Customized training can then be provided to these employees. Please let me know if you would like to customize their training needs.

Regards,
Hari