Dear seniors,
Please help me understand the process of performance management. After the performance appraisal, what activities are carried out by HR? Kindly provide the format as well. I would be grateful to all of you.
Regards,
Durga
From India, Delhi
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23Please help me understand the process of performance management. After the performance appraisal, what activities are carried out by HR? Kindly provide the format as well. I would be grateful to all of you.
Regards,
Durga
From India, Delhi
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Dear Durga,
Next to appraisals:
1. Increment
2. Promotions, Transfers, Job Rotation & Termination
3. Annual Performance Pay
But this is a generic one and varies from company to company. Our practice is as follows:
- Increment is based on the rating (5-point scale) given by the concerned HODs.
- Promotions are based on the proposals given by the concerned HODs.
- Annual performance pay is based on the past two years' ratings.
Durga, please provide me with your email address, and I will send you the formats.
From India, Mangaluru
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Next to appraisals:
1. Increment
2. Promotions, Transfers, Job Rotation & Termination
3. Annual Performance Pay
But this is a generic one and varies from company to company. Our practice is as follows:
- Increment is based on the rating (5-point scale) given by the concerned HODs.
- Promotions are based on the proposals given by the concerned HODs.
- Annual performance pay is based on the past two years' ratings.
Durga, please provide me with your email address, and I will send you the formats.
From India, Mangaluru
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I agree with chum sir. After the P.A., we have a discussion with the person who is appraised and who has appraised, discussing the points on low rating, reasons for it, and corrective measures. After that, a checklist is prepared where the superior regularly notes the progress on low scored areas. Then we have the standard one for promotions, salary hikes, or job rotation/enrichments, etc.
From India, New Delhi
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From India, New Delhi
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Hello Nadini,
A job description (JD) is provided during the initial period, at the commencement of your job, and gives a generic description of the portfolio.
On the other hand, Key Result Areas (KRA) are more specific in nature and mainly focus on the results. KRAs are time-bound, measurable, and keep track of your tasks. They undergo periodic revisions, usually every year, and are taken into account during appraisals.
Nadini, if you would like more information on this, feel free to post your questions. Keep rocking!
From India, Mangaluru
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A job description (JD) is provided during the initial period, at the commencement of your job, and gives a generic description of the portfolio.
On the other hand, Key Result Areas (KRA) are more specific in nature and mainly focus on the results. KRAs are time-bound, measurable, and keep track of your tasks. They undergo periodic revisions, usually every year, and are taken into account during appraisals.
Nadini, if you would like more information on this, feel free to post your questions. Keep rocking!
From India, Mangaluru
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