Hi, This is Arpita Dey - I want to know about 540 degree performance appraisal. Please let me know
From India, Calcutta
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From India, Calcutta
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Hi,
Currently, I am working on performance appraisal and I have a certain doubt that I want to clarify. Here is the case: In the annual appraisal process, if an employee receives a 16% salary increase for 8 months of performance, how should we calculate it? Should it be on a pro-rata basis or a flat 16% increase for the 8 months?
Regards,
Ritu
From India, Faridabad
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Currently, I am working on performance appraisal and I have a certain doubt that I want to clarify. Here is the case: In the annual appraisal process, if an employee receives a 16% salary increase for 8 months of performance, how should we calculate it? Should it be on a pro-rata basis or a flat 16% increase for the 8 months?
Regards,
Ritu
From India, Faridabad
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Dear Arpita,
This link will help you: https://www.citehr.com/16372-540-deg...appraisal.html.
Regards,
Pankaj Chandan
From India, New delhi
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13This link will help you: https://www.citehr.com/16372-540-deg...appraisal.html.
Regards,
Pankaj Chandan
From India, New delhi
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Hi Arpita,
Hope this will be of some help to you:
Performance Appraisal is a tool to find out the work and achievements of a resource in an organization wherein the feedback is taken from various sources like self, peers, immediate supervisors, and managers.
A 90-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from one of the sources mentioned above.
A 180-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from two of the sources mentioned above.
A 270-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from three of the sources mentioned above.
A 360-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from all of the sources mentioned above.
A 540-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from all of the sources mentioned above and also includes feedback from external customers or clients.
A 720-degree Appraisal, as the name suggests, is the 360-degree appraisal done twice and is given by a resource (self-appraisal) along with the feedback from all of the sources mentioned above, including pre and post-intervention results. The 360-degree appraisal is the first step (pre-intervention), and after the resource is provided with a certain amount of training in the areas identified during the appraisal, the second step comprising the post-intervention is taken up.
From India, Hyderabad
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Hope this will be of some help to you:
Performance Appraisal is a tool to find out the work and achievements of a resource in an organization wherein the feedback is taken from various sources like self, peers, immediate supervisors, and managers.
A 90-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from one of the sources mentioned above.
A 180-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from two of the sources mentioned above.
A 270-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from three of the sources mentioned above.
A 360-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from all of the sources mentioned above.
A 540-degree Appraisal is the feedback given by a resource (self-appraisal) along with the feedback from all of the sources mentioned above and also includes feedback from external customers or clients.
A 720-degree Appraisal, as the name suggests, is the 360-degree appraisal done twice and is given by a resource (self-appraisal) along with the feedback from all of the sources mentioned above, including pre and post-intervention results. The 360-degree appraisal is the first step (pre-intervention), and after the resource is provided with a certain amount of training in the areas identified during the appraisal, the second step comprising the post-intervention is taken up.
From India, Hyderabad
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Hi Ritu,
A salary hike can be made on different bases, for example, based on past performance or annual salary increments as per the company's policy. However, irrespective of that, the hike is generally done for future salaries. So, if a person receives a 16% increment and assuming their salary is INR 1,00,000 per annum, the revised salary will be INR 1,16,000 per annum, and monthly it will be INR 1,16,000/12.
I don't think the number of months a person has been working is important for calculating the revised salary unless otherwise specified.
Regards,
Sanjay
From India, Calcutta
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A salary hike can be made on different bases, for example, based on past performance or annual salary increments as per the company's policy. However, irrespective of that, the hike is generally done for future salaries. So, if a person receives a 16% increment and assuming their salary is INR 1,00,000 per annum, the revised salary will be INR 1,16,000 per annum, and monthly it will be INR 1,16,000/12.
I don't think the number of months a person has been working is important for calculating the revised salary unless otherwise specified.
Regards,
Sanjay
From India, Calcutta
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