Dear Seniors,
As April is near I hope the performance appraisal has started in all the organizations.
The same is started in our organization also. Let me give a short note of our appraisal cycle -
The process begins with setting of the KPA's in the beginning of the year. The KPA's are set individually linking to the department objectives. Based on the KPA's the performance is assessed. The Performance appraisal report is then used for increments, Promotions & benefits.
Clarifications required:-
Even though the Individual KPA’s are linked to business/department objectives I find some of the issues. Since the KPA’s are individual, sometimes we see team work is lost within the department. Employees are worried about achieving their goals.
Other way round from employee’s perspective, one person achieves his goals but department fails then his increments also affected, as a HR how to resolve this dilemma?
Please share your views on this.
Regards,
Raghavendra B R
As April is near I hope the performance appraisal has started in all the organizations.
The same is started in our organization also. Let me give a short note of our appraisal cycle -
The process begins with setting of the KPA's in the beginning of the year. The KPA's are set individually linking to the department objectives. Based on the KPA's the performance is assessed. The Performance appraisal report is then used for increments, Promotions & benefits.
Clarifications required:-
Even though the Individual KPA’s are linked to business/department objectives I find some of the issues. Since the KPA’s are individual, sometimes we see team work is lost within the department. Employees are worried about achieving their goals.
Other way round from employee’s perspective, one person achieves his goals but department fails then his increments also affected, as a HR how to resolve this dilemma?
Please share your views on this.
Regards,
Raghavendra B R