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Conducting Performance Appraisals for First time..
Human Resources » Performance Management

Chrm Message From: tiwarirekha Total Posts: 24 Join Date: 29/03/2007
Rank: Executive Post Date: 25/01/2012 03:57:13 Points: 120 Location: United States

Dear Group,

I need your help!!!

An organisation which started a two years ago now wants to do the appraisals of its 75 odd employees. The company has done well and has earned profit in this year. Based on the appraisals the increments shall be determined.

They had not set out KRA's or individual targets at the begining of the year , however this year they want to introduce this.

Can anyone suggest what should be the way forward in doing the assessments of the existing employees for the past financial year and thereafter close the discussion with setting of KRA's for the current year.

Please note that no formats have been used earlier.

Thank you for your cooperation,



Chrm Message From: asif Total Posts: 22 Join Date: 29/03/2007  
Rank: Executive Post Date: 25/01/2012 04:03:14 Points: 110 Location: United States

Dear all,
Can I know how many times you give increments in a year? Is it once a year / twice / thrice…? Which month / months do you pay this / these increment/s from?
What do you think is optimum – once or more often?
Thank you for your time and response.

Chrm Message From: paladin Total Posts: 31 Join Date: 29/03/2007  
Rank: Executive Post Date: 27/01/2012 21:31:45 Points: 155 Location: United States


The purpose of an appraisal is to determine the competency,  and professionalism of each employee in the organization, and to assess the need for further training or additional challenges for the future.

The appraisal should also insure that the employee's efforts are directed toward the KRA's which are derived from the  Mission.  The Mission is the wheel and the KRA's are the spokes, the employees are the hub. Each department must identify with the Mission and assume responsibility for the KRA's which are within their realm of responsibility. Consequently, each employee in the department must recognize, understand and commit to fulfilling their responsibilities effectively and efficiently, thereby meeting the expecrations of the department, and the organization as a whole.

Therefore, I think that, to insure success of the appraisal plan, you must inform the personnel of the  Company the natrure and scope of the appraisal, that it is a system by which employees can recognize and work toward achieving their personal and professional goals, while at the same time contributing to the success of the organization.

Those that fail to meet the basic expectations should be provided with additional assitance, or training to aid them in achieving success.  The others, those who meet and perhaps exceed expectations should be given more challenges/ responsibilities in order to determine the extent of their capabilities.  These will be the "fast trackers", those who may be the next leaders of the organization.  They must be cultivated, nurtured and protected like any precious resource. 

The process is slow, laborious and, at times, frustrating, but in the end a successful program will be the foundation of continuing profitability and success in the marketplace.


Chrm Message From: paladin Total Posts: 31 Join Date: 29/03/2007  
Rank: Executive Post Date: 27/01/2012 21:44:18 Points: 155 Location: United States


Generally, wage adjustments are given once a year after the probationary period, on the employee's subsequent hire date.

During the first six months, a new employee is getting to know the organization and the organization is getting to know the employee.  If (s)he is successful than a reward is warranted, usually a 5-10% increase.  If not, then maagement has to make a determination as to extend the probationary period or release the employee.

Once a year should be the norm.  It is easily administered, (for HR, the Department and Accounting/Payroll), good for morale and the business would be able to forecast expeditures for the following year.  



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