Hi All,
Appraisals depends on the performance of the employee but I want your opinions for the number of appraisal in a year.
Like, most often companies have yearly appraisals for the salary of the employees but also I have seen a few companies that offer appraisal twice a year.
So, Just want to know your views about which is better and why?
Also, does it encourage employee to perform better if we offer early appraisal after 6 months instead of doing it yearly or somewhere it can help in decreasing attrition rate for the company?
Regards,
Couvery
From India, Lucknow
183Appraisals depends on the performance of the employee but I want your opinions for the number of appraisal in a year.
Like, most often companies have yearly appraisals for the salary of the employees but also I have seen a few companies that offer appraisal twice a year.
So, Just want to know your views about which is better and why?
Also, does it encourage employee to perform better if we offer early appraisal after 6 months instead of doing it yearly or somewhere it can help in decreasing attrition rate for the company?
Regards,
Couvery
From India, Lucknow
Hi Couvery,
The number of appraisals depends on a number of factors.
Leaving aside salary appraisals, which should be done once a year,
Number of Performance appraisals depends on the first initial appraisal;
If no improvements are required (very rare), then half yearly appraisals are fine.
However, if an appraisal requires improvement(s), then a time limit should be set depending on the required improvement.
For example, if the improvement is, say, accuracy in documentation, then a time limit of one month is acceptable before the next appraisal.
If an improvement in, say, Sales Targets is required, then three months is acceptable.
And so on...
It all depends on the improvement required and your or managements view on the time limit to be set.
Therefore, there is no set number of appraisals.
I hope the above helps.
Regards,
Harsh
From United Kingdom, Barrow
The number of appraisals depends on a number of factors.
Leaving aside salary appraisals, which should be done once a year,
Number of Performance appraisals depends on the first initial appraisal;
If no improvements are required (very rare), then half yearly appraisals are fine.
However, if an appraisal requires improvement(s), then a time limit should be set depending on the required improvement.
For example, if the improvement is, say, accuracy in documentation, then a time limit of one month is acceptable before the next appraisal.
If an improvement in, say, Sales Targets is required, then three months is acceptable.
And so on...
It all depends on the improvement required and your or managements view on the time limit to be set.
Therefore, there is no set number of appraisals.
I hope the above helps.
Regards,
Harsh
From United Kingdom, Barrow
Hi!
In THEORY, appraisals can be done anytime as the company or HR may see the need for it. But appraisals and its mechanisms should be understood properly so it can be administered correctly.
As we all know, appraisals are generally linked to certain personnel movements like regularization, promotion, bonuses, or dismissal. Hence, there is a need to prepare the tool, administer/ coordinate its implementation, process/ interpret its results, and announce its effect/ impact to employees within certain specified timelines to meet top management's calendar for such events.
Moreover, regardless of a company's need or desire, the following factors will determine the feasibility of multiple appraisal in a given year:
1. The quantity of employees that a company has.
The more employees a company has, the more difficult it will be to implement multiple appraisals within a year. When a company has thousands (e.g. 5,000) employees, it will be nearly impossible to conduct more than one (1) appraisal per year.
2. The size of the HR Department
There are companies whose HR Dept is a "ONE MAN/ WOMAN TEAM". If you are in this company, it will be impossible for you to conduct multiple appraisals in a given year---- even if your company only has a few hundreds (not thousands) employees. Indeed, only big companies with a huge HR Dept can create a section or team that can focus exclusively on the preparation, implementation, and processing of appraisal results. They are the ones that can realistically conduct multiple appraisals in a given year.
Hope this helps.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel: 00652-201-0568/
From Philippines, Parañaque
In THEORY, appraisals can be done anytime as the company or HR may see the need for it. But appraisals and its mechanisms should be understood properly so it can be administered correctly.
As we all know, appraisals are generally linked to certain personnel movements like regularization, promotion, bonuses, or dismissal. Hence, there is a need to prepare the tool, administer/ coordinate its implementation, process/ interpret its results, and announce its effect/ impact to employees within certain specified timelines to meet top management's calendar for such events.
Moreover, regardless of a company's need or desire, the following factors will determine the feasibility of multiple appraisal in a given year:
1. The quantity of employees that a company has.
The more employees a company has, the more difficult it will be to implement multiple appraisals within a year. When a company has thousands (e.g. 5,000) employees, it will be nearly impossible to conduct more than one (1) appraisal per year.
2. The size of the HR Department
There are companies whose HR Dept is a "ONE MAN/ WOMAN TEAM". If you are in this company, it will be impossible for you to conduct multiple appraisals in a given year---- even if your company only has a few hundreds (not thousands) employees. Indeed, only big companies with a huge HR Dept can create a section or team that can focus exclusively on the preparation, implementation, and processing of appraisal results. They are the ones that can realistically conduct multiple appraisals in a given year.
Hope this helps.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel: 00652-201-0568/
From Philippines, Parañaque
Dear Sir,
Normally we can conduct Performance appraisal twice in a year. But it is advisible that we should closely link the appraisal to salary increment once in a year. If we give appraisal once in six months, it will create more expectation from the employees side. Hence the yearly appraisal is advisible and if there is any inequalities in salary structure, we should correct it at the time of yearly appraisal and we should give them a good career path for the good performers and i hope through this system we can control the attrition also. This is my opinion
R.Dhamodhara kannan
Trichy
From India, Tiruchchirappalli
Normally we can conduct Performance appraisal twice in a year. But it is advisible that we should closely link the appraisal to salary increment once in a year. If we give appraisal once in six months, it will create more expectation from the employees side. Hence the yearly appraisal is advisible and if there is any inequalities in salary structure, we should correct it at the time of yearly appraisal and we should give them a good career path for the good performers and i hope through this system we can control the attrition also. This is my opinion
R.Dhamodhara kannan
Trichy
From India, Tiruchchirappalli
Hi!
If your company (and HR) has the capability of implementing an appraisal twice (2X) per year, and you opt to do it once, it is your and/ or company's option/decision/discretion. But the fear for "salary increase expectation" (that is associated with an appraisal) should never be a reason because HR can simply issue a memo clarifying the policy on salary increases (which is once a year) and the reasons for the conduct of a midterm appraisal.
But what about the employees who are due for regularization? Are they not supposed to be evaluated whether they meet the minimum standards of the company for the job by which they were hired?
I know companies that implement appraisals twice per year because they believe that a "mid-term appraisal" (half year or 6 months) provides a good opportunity for review and assessment to determine early if employees are "on track" with their targets for the year. If on track, the employee will be encouraged to continue and/ or move to achieve the milestone targets included in the performance plan; if NOT ON TRACK, the employee is made to undergo an immediate improvement/ corrective action so he/ she will be able to achieve the agreed target by the end of the year.
But, indeed, it is your option/ discretion!
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
If your company (and HR) has the capability of implementing an appraisal twice (2X) per year, and you opt to do it once, it is your and/ or company's option/decision/discretion. But the fear for "salary increase expectation" (that is associated with an appraisal) should never be a reason because HR can simply issue a memo clarifying the policy on salary increases (which is once a year) and the reasons for the conduct of a midterm appraisal.
But what about the employees who are due for regularization? Are they not supposed to be evaluated whether they meet the minimum standards of the company for the job by which they were hired?
I know companies that implement appraisals twice per year because they believe that a "mid-term appraisal" (half year or 6 months) provides a good opportunity for review and assessment to determine early if employees are "on track" with their targets for the year. If on track, the employee will be encouraged to continue and/ or move to achieve the milestone targets included in the performance plan; if NOT ON TRACK, the employee is made to undergo an immediate improvement/ corrective action so he/ she will be able to achieve the agreed target by the end of the year.
But, indeed, it is your option/ discretion!
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
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