I'm a fresher who recently joined an IT company as an HR. I have been asked to prepare HR-related materials. First of all, I would like to know the roles and responsibilities of HR in an IT company.
Few questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most organizations, who decides the "hike" value - HR or PM?
2. From where and how are the increment values notified? Is it from top management to PM or HR?
3. Is it necessary to have an appraisal meeting with the PM, HR, and the concerned person? I heard some companies have such a setup. Is it necessary? If yes, under what circumstances?
4. If the PM is the deciding authority on the hike value and a conflict arises, what's the role of HR and how to handle it?
5. If HR is the deciding authority on the hike value, what will the PM decide?
Thanks for any help.
From India, Madras
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Few questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most organizations, who decides the "hike" value - HR or PM?
2. From where and how are the increment values notified? Is it from top management to PM or HR?
3. Is it necessary to have an appraisal meeting with the PM, HR, and the concerned person? I heard some companies have such a setup. Is it necessary? If yes, under what circumstances?
4. If the PM is the deciding authority on the hike value and a conflict arises, what's the role of HR and how to handle it?
5. If HR is the deciding authority on the hike value, what will the PM decide?
Thanks for any help.
From India, Madras
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Hi Prashantha R,
Thank you for your questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most organizations, who decides the "hike" value - HR or PM?
Answer: HR
2. From where and how are the increment values notified? Is it from top management to PM or HR?
Answer: Yes, as per the bandwidth of the company, increment values are communicated from top management to HR and then to top management.
3. Is it necessary to have an appraisal meeting with PM, HR, and the concerned person? I heard some companies have such a setup. Is it necessary? If yes, under what circumstances?
Answer: Yes, it is very much required for the 360 appraisal process.
4. If the PM is the deciding authority on the hike value and conflicts arise, what's the role of HR and how should it be handled?
Answer: The PM will provide feedback on the candidate, but HR will finalize the rating based on the company's bandwidth.
5. If HR is the deciding authority on the hike value, what will the PM decide?
Answer: The PM will focus on on-the-job performance.
Thanks and Regards,
Prashantha R
Manager - HR
From India, Bangalore
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21Thank you for your questions:
1. I understand there's no hard and fast rule about roles and responsibilities. But, in most organizations, who decides the "hike" value - HR or PM?
Answer: HR
2. From where and how are the increment values notified? Is it from top management to PM or HR?
Answer: Yes, as per the bandwidth of the company, increment values are communicated from top management to HR and then to top management.
3. Is it necessary to have an appraisal meeting with PM, HR, and the concerned person? I heard some companies have such a setup. Is it necessary? If yes, under what circumstances?
Answer: Yes, it is very much required for the 360 appraisal process.
4. If the PM is the deciding authority on the hike value and conflicts arise, what's the role of HR and how should it be handled?
Answer: The PM will provide feedback on the candidate, but HR will finalize the rating based on the company's bandwidth.
5. If HR is the deciding authority on the hike value, what will the PM decide?
Answer: The PM will focus on on-the-job performance.
Thanks and Regards,
Prashantha R
Manager - HR
From India, Bangalore
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Thank you, Prashantha, for your quick reply. I have a few more questions as this is a startup and I am new and a fresher.
1. When I decide on the "hike" value, should I disclose and discuss it with the PM?
2. Currently, there is no work tracking mechanism in the company. If I decide based on the PM's remark and appraisal meeting's outcome, wouldn't it create any problems?
3. When the candidate is not satisfied with the hike value, how do I set up the grievance cell?
4. Wouldn't it create any problems as I am deciding on the "hike"? If the PM is supporting the candidate and I find discrepancies, how should I handle it?
Thank you again.
From India, Madras
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1. When I decide on the "hike" value, should I disclose and discuss it with the PM?
2. Currently, there is no work tracking mechanism in the company. If I decide based on the PM's remark and appraisal meeting's outcome, wouldn't it create any problems?
3. When the candidate is not satisfied with the hike value, how do I set up the grievance cell?
4. Wouldn't it create any problems as I am deciding on the "hike"? If the PM is supporting the candidate and I find discrepancies, how should I handle it?
Thank you again.
From India, Madras
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Dear Mr. John,
Be cool and calm. There is a joint function to hike the salary of individuals. HR is just a facilitator for the same. If your immediate reporting officer gives a positive report (KRA Report), then only HR will take initiative with the suggestion of your reporting officer. Please feel free to ask if you need any clarification.
Thanks & Regards
From India, Mumbai
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Be cool and calm. There is a joint function to hike the salary of individuals. HR is just a facilitator for the same. If your immediate reporting officer gives a positive report (KRA Report), then only HR will take initiative with the suggestion of your reporting officer. Please feel free to ask if you need any clarification.
Thanks & Regards
From India, Mumbai
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Thanks bhagwan_07. You seem to contradict the previous response. If HR is just a facilitator, "who" will decide the hike value? Here, there seems to be no process, and I'm also a fresher. Should the "hike value" be discussed with the PM or not? Top management appears to be flexible with whatever process I'm going to frame.
From India, Madras
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From India, Madras
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Dear John,
Hikes are given based on the Performance Evaluation (Appraisals). The 360 appraisal is the best one to follow to get the exact results. HR is the person who decides the hikes for the employees in the organization. As you have said that you are a fresher for the HR role, take the suggestions of some senior person in the HR field if you have anybody in the organization. If no such HR person is available, then you can discuss with your PM. Generally, the role of the PM is to give the status of the employees' performance in the past year projects as well as suggest the percentage hike to be given to employees based on the performance.
Thanks, Shirisha Reddy
From India, Hyderabad
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Hikes are given based on the Performance Evaluation (Appraisals). The 360 appraisal is the best one to follow to get the exact results. HR is the person who decides the hikes for the employees in the organization. As you have said that you are a fresher for the HR role, take the suggestions of some senior person in the HR field if you have anybody in the organization. If no such HR person is available, then you can discuss with your PM. Generally, the role of the PM is to give the status of the employees' performance in the past year projects as well as suggest the percentage hike to be given to employees based on the performance.
Thanks, Shirisha Reddy
From India, Hyderabad
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John,
First of all, prepare some templates for the following:
1. Annual Performance Evaluation - Employees should be asked to mention the projects they have completed in the past year and their role in each project. Include components such as initiative, communication skills, leadership skills, technical knowledge, etc., that you want to assess. Instruct them to rate themselves (e.g., 5 - outstanding, 4 - good, 3, 2, 1) for each component and provide comments. Additionally, gather the Project Manager's feedback on the employee's ratings. Finally, schedule a discussion involving all three parties - the employee, the Project Manager, and yourself.
2. Evaluator Information: This section is to be completed by the Project Manager. Based on the performance evaluation, the PM should provide suggestions to the employee regarding potential changes in designation, salary increments, or any other relevant recommendations, along with the rationale for these suggestions.
By finalizing these details, you can address any future issues with documented evidence of the appraisal process.
I hope this provides you with a clearer idea of how to proceed with the appraisal process.
Thanks,
Shirisha
From India, Hyderabad
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First of all, prepare some templates for the following:
1. Annual Performance Evaluation - Employees should be asked to mention the projects they have completed in the past year and their role in each project. Include components such as initiative, communication skills, leadership skills, technical knowledge, etc., that you want to assess. Instruct them to rate themselves (e.g., 5 - outstanding, 4 - good, 3, 2, 1) for each component and provide comments. Additionally, gather the Project Manager's feedback on the employee's ratings. Finally, schedule a discussion involving all three parties - the employee, the Project Manager, and yourself.
2. Evaluator Information: This section is to be completed by the Project Manager. Based on the performance evaluation, the PM should provide suggestions to the employee regarding potential changes in designation, salary increments, or any other relevant recommendations, along with the rationale for these suggestions.
By finalizing these details, you can address any future issues with documented evidence of the appraisal process.
I hope this provides you with a clearer idea of how to proceed with the appraisal process.
Thanks,
Shirisha
From India, Hyderabad
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Can you please answer the following questions:
Q.1. Elaborate on the system of HR Planning. Outline the steps to be undertaken by organizations to effectively engage in HR Planning.
Q.2. Discuss the various ways in which errors in performance appraisal can be minimized.
Q.3. The nature and scope of Human Resource Management Systems keep evolving with changes in the external and internal environments of organizations. Elaborate on the same.
Q.4. What are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?
Q.5. How does HRM enable organizations to adapt to the dynamic changes in the environment? Illustrate with examples.
Q.6. As an HR executive, how would you go about devising HRIS for a mid-sized organization?
Q.7. Discuss the various principles and purposes of promotion and types and purposes of transfers.
From India, Bangalore
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Q.1. Elaborate on the system of HR Planning. Outline the steps to be undertaken by organizations to effectively engage in HR Planning.
Q.2. Discuss the various ways in which errors in performance appraisal can be minimized.
Q.3. The nature and scope of Human Resource Management Systems keep evolving with changes in the external and internal environments of organizations. Elaborate on the same.
Q.4. What are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?
Q.5. How does HRM enable organizations to adapt to the dynamic changes in the environment? Illustrate with examples.
Q.6. As an HR executive, how would you go about devising HRIS for a mid-sized organization?
Q.7. Discuss the various principles and purposes of promotion and types and purposes of transfers.
From India, Bangalore
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