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Type: HR, Report if not a HR topic
Thank you Manisha.
Performance Management is a very crucial and broad subject in Human Resource function.
I am attaching a document on "How To Measure Employee Performance" which is quite exhaustive and gives you a overall perspective on Performance Management. I also sincerely advise you to go through various books and other sources available on internet so that you can gain more knowledge about the whole Performance Management System.
Alternately, you may also get in touch with me for any further clarifications.
Good Luck!
Cheers!
Pradeep
Thank you Manisha.
Performance Management is a very crucial and broad subject in Human Resour... See Pradeep's complete reply
Thanks a lot Pradeep..
The pdf you have attached is really having a greater stuff..
Thanks once again.
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How exactly we can match up appraisals with every activity of an employee
Type: HR, Report if not a HR topic
Posted 06-01-2010Reply
I shall explain it elaborately...
The company where i am an HR is small..having 35 employees.
So every activity of the employee is well noted and kept for future to consider at the time of appraisals and other decision making processes.
Now my question is How shall i take each activity into percentage ( ve/-ve) to be added/substracted in the increment amounts made annually..
I can fix up that this particular percentage will be deducted if an employees founds to be mis behaving/ being late from the complete incremented amount..
But what is the complete???????
So, i am stuck with what is the complete increment percentage or amount ? What should be ideal value from which these additions/substractions are to be made.
Hope i am clear and expect some greater responses from you friends...
First of all, i would like to thanks Mr. Senthilmasinikumar for his prompt response.
In response to your reply:
Nature of the Business : software company in tier II city
Nature of the work(Employee) : Developers.
And also we are fixed up that one employee unless and until to be very extra ordinary will not receive more than 40% of increment. The increment value is on the complete salary and not only on the basics.. If an employee is drawing 5000 or 25000 also, it shall not exceed 40%(given only to full fledged, having no drawbacks).
So, do i consider 40 % as the complete value? Then how can i set %age of deductions/ additions for small to big things of the employees..
In response to your reply:
Nature of the Business : software company in tier II city
Nature of the work(Employee) : Developers.
And also we are fixed up that one employee unless and until to be very extra ordinary will not receive more than 40% of increment. The increment value is on the complete salary and not only on the basics.. If an employee is drawing 5000 or 25000 also, it shall not exceed 40%(given only to full fledged, having no drawbacks).
So, do i consider 40 % as the complete value? Then how can i set %age of deductions/ additions for small to big things of the employees..
Hi Manisha!
Even if an organization is having 35 employees or 1000 employees the very purpose of a performance appraisal mechanism should be very objective. It has to align the goals of an organization with that of employees in terms of their skills, competencies and abilities. Your whole performance appraisal system should focus on this alignment but should not be used for mere award of increments or to punish the employees. If you want to take action on employees who are not upto the behavioural standards prescribed by your organization, there are several methods to do but not through performance appraisal system.
If you really want to give increments or punishments, you can use a primitive system of awarding marks to each employee for each trait based on which you can decide the quantum of increment or punishment but for godsake please do not name it as performance appraisal as it is a very broad term and should be used to perfection for achieving the positive results.
Cheers!
Pradeep
Even if an organization is having 35 employees or 1000 employees the very purpose of a performance appraisal mechanism should be very objective. It has to align the goals of an organization with that of employees in terms of their skills, competencies and abilities. Your whole performance appraisal system should focus on this alignment but should not be used for mere award of increments or to punish the employees. If you want to take action on employees who are not upto the behavioural standards prescribed by your organization, there are several methods to do but not through performance appraisal system.
If you really want to give increments or punishments, you can use a primitive system of awarding marks to each employee for each trait based on which you can decide the quantum of increment or punishment but for godsake please do not name it as performance appraisal as it is a very broad term and should be used to perfection for achieving the positive results.
Cheers!
Pradeep
Thanks pradeep for the post..
You are absolutely right saying appraisal to be a big thing..
however increments are do part of appraisals. and i might be happy if i could know on a whole of the structural formulation of things / performance/ activities made by the employees into one single document and use it for reference purpose.
This is my first time looking after appraisals and formulating stratergies in organisation based on employee performances. Such that it would be of greater help if you can put some light on the whole part as well.
You are absolutely right saying appraisal to be a big thing..
however increments are do part of appraisals. and i might be happy if i could know on a whole of the structural formulation of things / performance/ activities made by the employees into one single document and use it for reference purpose.
This is my first time looking after appraisals and formulating stratergies in organisation based on employee performances. Such that it would be of greater help if you can put some light on the whole part as well.
Thanks pradeep for the post..
You are absolutely right saying appraisal to be a big t... See Manisha's complete reply
You are absolutely right saying appraisal to be a big t... See Manisha's complete reply
Thank you Manisha.
Performance Management is a very crucial and broad subject in Human Resource function.
I am attaching a document on "How To Measure Employee Performance" which is quite exhaustive and gives you a overall perspective on Performance Management. I also sincerely advise you to go through various books and other sources available on internet so that you can gain more knowledge about the whole Performance Management System.
Alternately, you may also get in touch with me for any further clarifications.
Good Luck!
Cheers!
Pradeep
Thanks pradeep for the post..
You are absolutely right saying appraisal to be a big t... See Manisha's complete reply
You are absolutely right saying appraisal to be a big t... See Manisha's complete reply
Thank you Manisha.
Performance Management is a very crucial and broad subject in Human Resour... See Pradeep's complete reply
Thanks a lot Pradeep..
The pdf you have attached is really having a greater stuff..
Thanks once again.
+1
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