Hi everyone, I am working as an HR Executive (Fresher). Now, I am confused about the Performance Appraisal system. I had no platform to learn this from my company. Now, I am the one who needs to set up a Performance Appraisal System for our company with an employee strength of 20+.
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It would be great if someone could help me out. I also need information regarding the calculation of Basic salary/HRA/DA/PF/ESI/Professional Tax!
Thank you.
From India, Namakkal
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1Request for Assistance
It would be great if someone could help me out. I also need information regarding the calculation of Basic salary/HRA/DA/PF/ESI/Professional Tax!
Thank you.
From India, Namakkal
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It appears that you do not have a proper policy on Performance Appraisal (PA) in place. When employees join the company, during induction, they should be informed about when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisals may be conducted quarterly. A yearly appraisal cycle is too long. However, salary hikes may be implemented on the 1st of April or the 1st of October.
b) For employees who join in between appraisal cycles, the policy should specify when their first PA will take place.
c) The percentage of salary hike should be linked to the score of the PA.
Key Point: Focus Beyond Individual Performance
The key point is that PA focuses solely on individual performance. It is essential to move beyond this and measure business performance. To achieve this, a well-designed Performance Management System (PMS) policy is crucial. There was a query in this forum regarding PMS. I have provided a response to this post. You can refer to the reply by clicking the following link: https://www.citehr.com/511936-pms-company.html
If you have any further doubts, feel free to call me on my mobile number: [Phone Number Removed For Privacy Reasons].
Thanks,
Regards,
Dinesh V Divekar
From India, Bangalore
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a) Appraisals may be conducted quarterly. A yearly appraisal cycle is too long. However, salary hikes may be implemented on the 1st of April or the 1st of October.
b) For employees who join in between appraisal cycles, the policy should specify when their first PA will take place.
c) The percentage of salary hike should be linked to the score of the PA.
Key Point: Focus Beyond Individual Performance
The key point is that PA focuses solely on individual performance. It is essential to move beyond this and measure business performance. To achieve this, a well-designed Performance Management System (PMS) policy is crucial. There was a query in this forum regarding PMS. I have provided a response to this post. You can refer to the reply by clicking the following link: https://www.citehr.com/511936-pms-company.html
If you have any further doubts, feel free to call me on my mobile number: [Phone Number Removed For Privacy Reasons].
Thanks,
Regards,
Dinesh V Divekar
From India, Bangalore
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Improving Employee Performance Through Appraisal And Coaching.pdf
Performance Appraisal System.docx
A SIMPLE STUDY ON PERFORMANCE APPRAISAL SYSTEM.ppt