I have recently joined an organization as HR & Admin. This company doesn't have any standard HR parameters. However, now they want to channelize everything starting with Performance Management & Appraisals as this is appraisal time. I don't have any experience in this area (as I have work experience in Admin & Recruitment), and there is no one who can guide me on this. So, I'm seeking advice and formats of forms & questionnaires that I can use for performance management in my new organization. I'm seeking the best advice.
Regards
From India, Noida
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From India, Noida
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Your first task should be to create a proper Policy on Performance Appraisal (PA). When employees join the company, during induction itself, 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. Nevertheless, salary hikes may be given on 1st April or 1st October.
b) For employees who join in between, the timing of their first PA can be decided in the policy.
c) The percentage of the salary hike should be linked to the PA score.
The key point is that PA should focus solely on individual performance. We need to look beyond and measure business performance. To achieve this, you need a well-designed Performance Management System (PMS) Policy. There was a query in this forum regarding PMS. I have provided a response to this post. Click the following link to view the response:
https://www.citehr.com/511936-pms-company.html
While the heading of the link is for IT companies, the response is applicable to all types of industries. Within the provided link, you will find several other links. Please go through them patiently. It will enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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8097a) Appraisals may be conducted quarterly. A yearly appraisal cycle is too long. Nevertheless, salary hikes may be given on 1st April or 1st October.
b) For employees who join in between, the timing of their first PA can be decided in the policy.
c) The percentage of the salary hike should be linked to the PA score.
The key point is that PA should focus solely on individual performance. We need to look beyond and measure business performance. To achieve this, you need a well-designed Performance Management System (PMS) Policy. There was a query in this forum regarding PMS. I have provided a response to this post. Click the following link to view the response:
https://www.citehr.com/511936-pms-company.html
While the heading of the link is for IT companies, the response is applicable to all types of industries. Within the provided link, you will find several other links. Please go through them patiently. It will enhance your understanding of the subject.
For any further queries, feel free to contact me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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