Dear Seniors,
I am working in a software company as a Generalist HR. I want to know what HR information or policies should be displayed on the notice board for the employees. Also, how should employee performance be evaluated for their salary hike?
Please provide me with some common HR practices in software companies.
Thanks in advance.
Regards,
Muthu
From India, Visakhapatnam
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I am working in a software company as a Generalist HR. I want to know what HR information or policies should be displayed on the notice board for the employees. Also, how should employee performance be evaluated for their salary hike?
Please provide me with some common HR practices in software companies.
Thanks in advance.
Regards,
Muthu
From India, Visakhapatnam
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Hi,
HR Notice Board can contain:
- General Code of Conduct for the employees (the DO's and DON'Ts) for the employees;
- Holiday List for the year;
- Any new events/meetings/get-together notifications, etc., for employees;
- Organization Policy and Focus statements;
- New Employee introduction, etc.
Hope this helps.
Ambika Kamath
From India, Mumbai
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54HR Notice Board can contain:
- General Code of Conduct for the employees (the DO's and DON'Ts) for the employees;
- Holiday List for the year;
- Any new events/meetings/get-together notifications, etc., for employees;
- Organization Policy and Focus statements;
- New Employee introduction, etc.
Hope this helps.
Ambika Kamath
From India, Mumbai
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Hi,
You will also need to display sections of the labor acts such as:
1) Payment of Wages
2) Payment of Bonus
3) Gratuity
4) PF or ESI act.
Consult your labor advisor for exact details.
Also, the shops & establishment certificate is to be displayed in your reception area.
Hope this helps.
Regards,
Ryan
From India, Mumbai
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You will also need to display sections of the labor acts such as:
1) Payment of Wages
2) Payment of Bonus
3) Gratuity
4) PF or ESI act.
Consult your labor advisor for exact details.
Also, the shops & establishment certificate is to be displayed in your reception area.
Hope this helps.
Regards,
Ryan
From India, Mumbai
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Hi,
Performance evaluation can be done on the basis of feedback received from the immediate superior/team leader that the employee is reporting to. Bi-annual appraisal (appraising every 6 months - but no monetary raise to be given in the first half, or it can be considered as a pre-appraisal feedback) can be done for better appraisal results annually. It also depends on the employee's profile, targets set and achieved; deadlines met, relations with subordinates, peers, superiors, general behavior, and temperament that have to be considered while appraising an employee.
You need to decide on the appraisal process that you need to follow, i.e., 180-degree appraisal or 360-degree appraisal. Then finally, you need to define an appraisal evaluation form for all employees to be filled by the HR after going through their appraisal forms submitted by the appraiser and also the employee self-appraisal form. See attached.
Ambika Kamath
From India, Mumbai
Acknowledge(0)Amend(0)
Performance evaluation can be done on the basis of feedback received from the immediate superior/team leader that the employee is reporting to. Bi-annual appraisal (appraising every 6 months - but no monetary raise to be given in the first half, or it can be considered as a pre-appraisal feedback) can be done for better appraisal results annually. It also depends on the employee's profile, targets set and achieved; deadlines met, relations with subordinates, peers, superiors, general behavior, and temperament that have to be considered while appraising an employee.
You need to decide on the appraisal process that you need to follow, i.e., 180-degree appraisal or 360-degree appraisal. Then finally, you need to define an appraisal evaluation form for all employees to be filled by the HR after going through their appraisal forms submitted by the appraiser and also the employee self-appraisal form. See attached.
Ambika Kamath
From India, Mumbai
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Hi,
I don't believe in putting any policies on the notice board. We should make use of the intranet. Today, everybody speaks about a paperless office. I have done the same at my office. Even the holiday list should be updated on the intranet. In fact, the easiest way is to keep the employee handbook and policies on the homepage of Internet Explorer so that it's easily available.
Best Regards,
Tina
From India, Mumbai
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I don't believe in putting any policies on the notice board. We should make use of the intranet. Today, everybody speaks about a paperless office. I have done the same at my office. Even the holiday list should be updated on the intranet. In fact, the easiest way is to keep the employee handbook and policies on the homepage of Internet Explorer so that it's easily available.
Best Regards,
Tina
From India, Mumbai
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Dear Muthu,
You have stated at the outset that yours is a software company. So, it sounds a bit anachronistic when you ask what HR policies are required to be placed on the Notice Board. In fact, as stated by some other members, be transparent and place as much policy information and the latest circulars on the LAN as possible. Some labor laws do require important provisions to be displayed on the notice board, and that is to be taken care of, such as the Certified Standing Orders. Important events and welcome letters should find a place on the LAN.
Ashok
From India, Bhubaneswar
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You have stated at the outset that yours is a software company. So, it sounds a bit anachronistic when you ask what HR policies are required to be placed on the Notice Board. In fact, as stated by some other members, be transparent and place as much policy information and the latest circulars on the LAN as possible. Some labor laws do require important provisions to be displayed on the notice board, and that is to be taken care of, such as the Certified Standing Orders. Important events and welcome letters should find a place on the LAN.
Ashok
From India, Bhubaneswar
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc