Hello Everyone, Can anyone share your organization's appraisal process? I want to understand the groundwork behind the appraisal process, i.e., how do we map the salary hikes of employees, and from where do we get the data to decide on the raised salary slabs of employees? I would be highly thankful to all if you could share the template or any raw data for the same. Awaiting your response.
Regards, Swechchha
From India, Mumbai
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1Regards, Swechchha
From India, Mumbai
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Dear All, How to establish the PMS cycle in startup organization. Can someone please help out the basic steps included in setting PMS cycle of employee
From India, Pune
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From India, Pune
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Hello Swechchha,
Appraisal Process Overview
The appraisal process and the method of mapping salary hikes for employees can vary from organization to organization. However, here are some general steps that organizations typically follow in their appraisal process:
Goal Setting
At the beginning of each appraisal cycle, managers and employees set goals and objectives for the upcoming year. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).
Performance Evaluation
At the end of the appraisal cycle, managers evaluate employees' performance based on the goals and objectives set earlier. They may use performance metrics, feedback from colleagues and customers, and other factors to assess employee performance.
Performance Review Meeting
Managers meet with employees to discuss their performance evaluation and provide feedback. This is an opportunity for employees to ask questions, receive feedback, and discuss any areas for improvement.
Salary Hike Decisions
Based on the performance evaluation, the organization decides on salary hikes for employees. The salary hike percentage may vary based on performance, role, and other factors.
Communication
Once the salary hike decisions are made, HR communicates the new salary slabs to the employees.
As for the data used to decide on salary hikes, organizations typically use a combination of factors such as market rates for similar roles, employee performance, and the organization's financial health. They may also conduct salary surveys and benchmarking studies to determine competitive pay rates for their industry.
Regarding sharing a template or raw data for the same, I'm afraid that I cannot provide you with a specific template or raw data as each organization has its own appraisal process and criteria. However, you can search online for sample appraisal forms and templates to get an idea of what the appraisal process looks like.
You can also read this article to find some relevant information: [Performance Appraisal Methods](https://www.pockethrms.com/blog/360-degree-performance-appraisal/)
I hope this information helps you in understanding the groundwork behind the appraisal process.
Thanks!
From India, Mumbai
Acknowledge(0)Amend(0)
Appraisal Process Overview
The appraisal process and the method of mapping salary hikes for employees can vary from organization to organization. However, here are some general steps that organizations typically follow in their appraisal process:
Goal Setting
At the beginning of each appraisal cycle, managers and employees set goals and objectives for the upcoming year. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).
Performance Evaluation
At the end of the appraisal cycle, managers evaluate employees' performance based on the goals and objectives set earlier. They may use performance metrics, feedback from colleagues and customers, and other factors to assess employee performance.
Performance Review Meeting
Managers meet with employees to discuss their performance evaluation and provide feedback. This is an opportunity for employees to ask questions, receive feedback, and discuss any areas for improvement.
Salary Hike Decisions
Based on the performance evaluation, the organization decides on salary hikes for employees. The salary hike percentage may vary based on performance, role, and other factors.
Communication
Once the salary hike decisions are made, HR communicates the new salary slabs to the employees.
As for the data used to decide on salary hikes, organizations typically use a combination of factors such as market rates for similar roles, employee performance, and the organization's financial health. They may also conduct salary surveys and benchmarking studies to determine competitive pay rates for their industry.
Regarding sharing a template or raw data for the same, I'm afraid that I cannot provide you with a specific template or raw data as each organization has its own appraisal process and criteria. However, you can search online for sample appraisal forms and templates to get an idea of what the appraisal process looks like.
You can also read this article to find some relevant information: [Performance Appraisal Methods](https://www.pockethrms.com/blog/360-degree-performance-appraisal/)
I hope this information helps you in understanding the groundwork behind the appraisal process.
Thanks!
From India, Mumbai
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Performance Management System.doc