Hi, Can anyone help me in drafing appraisal policy and exit policy. It is Urgent. Thanks, Rubina
From India, Delhi
From India, Delhi
Hi Mr. Kumararun,
I have been assigned the job to draft the appraisal and exit policy for my company. My company is an IT company comes under Shop and Establishment Act of UP.
I dont have any idea from where to start.
Regards,
Rubina
From India, Delhi
I have been assigned the job to draft the appraisal and exit policy for my company. My company is an IT company comes under Shop and Establishment Act of UP.
I dont have any idea from where to start.
Regards,
Rubina
From India, Delhi
hi,
Try this :
Appraisal policy :
I suggest first you decide the rating system in your firm (grades/ number scale etc.)
The rating pattern can be like the following :
A+ Outstanding performer
A Excellent performer
A- Very Good performer
B+ Good performer
B Average performer
B- Warning
C Asked to leave
You must associate a performance incentive with each grade so that the employee strives to be a high-performer.
You can shorten this pattern depending upon the peformance bonus percentage you would like each rating to be associated with.
Divide the appraisal process in various phases so that it is easier for the employees to follow. Attach timelines to each phase and you can alter it as per the feedback you receive (on time period for one phase being less or more etc.)
Phase 1 - Self appraisal by the employee - its always best to maintain a transparent appraisal system. So start with the employee rating himself. He should ideally rate himself on both - specific projects and overall goals achieved during the year.
Phase 2 - Deriving at an objective rating parameter - its possible that ratings might become subject to the relationship the employee shares with the senior, which is wrong. So, let the senior management along with HR sit together and discuss what are the essential parameters on which the employees will be rated upon (for eg. define who is an average performer or a 'BA' - someone who achieves 100% of his goals or gets the bare minimum rating on all assignments / projects worked upon).
Phase 3 - Assessment by Senior - the immediate senior working with employee should assess him on the basis of his self appraisal. If the employee is working with multiple seniors, then assign one senior for each employee (can be the person he has worked maximum with) to seek inputs from the other seniors on him and rate him accordingly.
Phase 4 - Intimation of rating to employee - the senior should inform the employee of all the achievement / good points on his work and his areas of improvement, after which he should inform him of the rating he has secured
Phase 5 - Appeals - there could be cases where the employee might not be happy with the rating he has got. Then he can appeal on the basis of concrete evidences why he should get a higher rating - this would be sent to the Appeals Committee (independent of his senior) who look into the issue.
Phase 6 - Distribution of rating letters - after all appeals are closed, the rating letters (documenting their ratings, revised salary and the performance bonus received in INR) should be distributed to all employees.
Hope this helps you !
Cheers !
From India, Gurgaon
9Try this :
Appraisal policy :
I suggest first you decide the rating system in your firm (grades/ number scale etc.)
The rating pattern can be like the following :
A+ Outstanding performer
A Excellent performer
A- Very Good performer
B+ Good performer
B Average performer
B- Warning
C Asked to leave
You must associate a performance incentive with each grade so that the employee strives to be a high-performer.
You can shorten this pattern depending upon the peformance bonus percentage you would like each rating to be associated with.
Divide the appraisal process in various phases so that it is easier for the employees to follow. Attach timelines to each phase and you can alter it as per the feedback you receive (on time period for one phase being less or more etc.)
Phase 1 - Self appraisal by the employee - its always best to maintain a transparent appraisal system. So start with the employee rating himself. He should ideally rate himself on both - specific projects and overall goals achieved during the year.
Phase 2 - Deriving at an objective rating parameter - its possible that ratings might become subject to the relationship the employee shares with the senior, which is wrong. So, let the senior management along with HR sit together and discuss what are the essential parameters on which the employees will be rated upon (for eg. define who is an average performer or a 'BA' - someone who achieves 100% of his goals or gets the bare minimum rating on all assignments / projects worked upon).
Phase 3 - Assessment by Senior - the immediate senior working with employee should assess him on the basis of his self appraisal. If the employee is working with multiple seniors, then assign one senior for each employee (can be the person he has worked maximum with) to seek inputs from the other seniors on him and rate him accordingly.
Phase 4 - Intimation of rating to employee - the senior should inform the employee of all the achievement / good points on his work and his areas of improvement, after which he should inform him of the rating he has secured
Phase 5 - Appeals - there could be cases where the employee might not be happy with the rating he has got. Then he can appeal on the basis of concrete evidences why he should get a higher rating - this would be sent to the Appeals Committee (independent of his senior) who look into the issue.
Phase 6 - Distribution of rating letters - after all appeals are closed, the rating letters (documenting their ratings, revised salary and the performance bonus received in INR) should be distributed to all employees.
Hope this helps you !
Cheers !
From India, Gurgaon
use this link and see if it helps
appraisal :
https://www.citehr.com/download-list...uery=appraisal
Exit :
https://www.citehr.com/download-list...exit&submit=Go
From India, Mumbai
appraisal :
https://www.citehr.com/download-list...uery=appraisal
Exit :
https://www.citehr.com/download-list...exit&submit=Go
From India, Mumbai
Exit policy :
Stage 1 - employee informs the senior about his resignation. The senior needs to discuss the reason for leaving, any retention steps that can be used for the employee to withdraw his resignation.
Stage 2 - formal communication to HR and senior about resignation. Here, the employee should mention his last working date
Stage 3 - Senior needs to approve of the last working date. He should fist check by when the handover would be complete by the employee and approve accordingly.
Stage 4 - HR sends a list of formalities that are required to be completed by the employee before he leaves the company. it could be clearances from all depts - IT, Admin, HR, Accounts, Work related handovers, etc.
Stage 5 - HR issues a work experience certificate to employee stating that the date of joining and the last working date of the employee so that he can show the same as evidence to his next employer
Stage 6 - Papers are sent to Payroll / Accounts to process the Full and Final Settlement.
Hope this helps you - however, you need to first check with different departments as to what are their requirements which need to be complete before someone leaves the company.
Good luck !
cheers
From India, Gurgaon
Stage 1 - employee informs the senior about his resignation. The senior needs to discuss the reason for leaving, any retention steps that can be used for the employee to withdraw his resignation.
Stage 2 - formal communication to HR and senior about resignation. Here, the employee should mention his last working date
Stage 3 - Senior needs to approve of the last working date. He should fist check by when the handover would be complete by the employee and approve accordingly.
Stage 4 - HR sends a list of formalities that are required to be completed by the employee before he leaves the company. it could be clearances from all depts - IT, Admin, HR, Accounts, Work related handovers, etc.
Stage 5 - HR issues a work experience certificate to employee stating that the date of joining and the last working date of the employee so that he can show the same as evidence to his next employer
Stage 6 - Papers are sent to Payroll / Accounts to process the Full and Final Settlement.
Hope this helps you - however, you need to first check with different departments as to what are their requirements which need to be complete before someone leaves the company.
Good luck !
cheers
From India, Gurgaon
Rubina,
Rather than copying the appraisal system from any other company i would suggest you to draft your own thoughts think deeply as employee wat all you want to come across for your appraisal.This will enhance your HR skills.
After completing that match with other companies.
Hope you will buy it in right way.
Arun
Pune
From Luxembourg
Rather than copying the appraisal system from any other company i would suggest you to draft your own thoughts think deeply as employee wat all you want to come across for your appraisal.This will enhance your HR skills.
After completing that match with other companies.
Hope you will buy it in right way.
Arun
Pune
From Luxembourg
Dear Medha, Arun & Ambika, Thank you very much for your invaluable suggestions. I am realy oblidged. I would like to invite other people’s suggestions. Regards, Rubina Ansari
From India, Delhi
From India, Delhi
I am drafting an appraisal policy for my company. I divided all the employee under three categories.
1) IT department
2) Sales & Marketing department
3) General staff (accounts, admin, HR etc.)
I want to invite your invaluable suggestion for the following points
1. What should be the phases of this appraisal system for different categories?
2. What and how to associate the performance incentive with the different categories?
3. What should be the rating parameters and patterns?
Any other thing you would like to suggest is most welcome.
Regards,
Rubina Ansari
From India, Delhi
1) IT department
2) Sales & Marketing department
3) General staff (accounts, admin, HR etc.)
I want to invite your invaluable suggestion for the following points
1. What should be the phases of this appraisal system for different categories?
2. What and how to associate the performance incentive with the different categories?
3. What should be the rating parameters and patterns?
Any other thing you would like to suggest is most welcome.
Regards,
Rubina Ansari
From India, Delhi
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Exit Policy.xls
EXIT INTERVIEW POLICY.doc