Performance Appraisal

Where is recession? – Indian companies increasing salaries at highest rate in Asia – Hewitt survey

Feb 20th, 2009
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As per a of 480 Indian companies over December 2008 and January 2009 conducted by HR consultancy firm Hewitt – despite the economic slowdown, a majority of Indian companies are still hiring employees. Here are some interesting revelations of this

  • Average hike in India in 2009 will be 8.2% (the highest in the Asia Pacific region hoever first time in six years that India is likely to see single-digit increases)
  • Projected salary hike is lower than the increase of 13.3% seen in 2008
  • The hike higher than China (8%) USA (3.2%) and Japan (2.3%)
  • Sectors expected to see the highest raises are FMCG, durables and telecom.
  • Healthcare is sector that is doing well globally and in India. In 2008, hospitals had awarded the lowest salary increases but have been placed among the top five sectors for 2009.

With inflation well below 5.5%, an average increase of 8.2% can be considered as a good raise.

To read more about this on Hewitt website – click here

  • Employees at the junior manager, professional and supervisor levels are expected to receive the highest increases.
  • About 16% of companies in India are considering retrenchments
  • More than 60% are still hiring
  • Nine out of every 10 companies still giving promotions
  • Only 0.83% of companies are resorting to salary cuts

Now compare this to USA – 55% of companies in the US, 30.6% in China, 32% in Australia, 20% in Thailand and 17% in Japan are considering laying off their employees to cut costs in the face of

How Indian companies are facing recession

  • In India, most companies face the downturn by drastically cutting down on luxuries and discretionary expenses such as non-billable travel and entertainment, with greater focus on prudence and productivity with the intent is to avoid .
  • They are redeploying human resources and making largescale realignments to the organization

How not to mess up with your performance appraisal?

Apr 15th, 2008
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Performance appraisals are increasingly viewed by many as total waste of time and having absolutely no impact on performance. In fact some are of view that they reduce the performance than increasing it. Why such a great principal of Human Resources have been targeted by many as useless? The blame should go to its implementation rather than concept itself. While implementing Human Resource Department, Appraiser’s and employee do things which actually reduce the whole process to a mockery. And when everyone in the organization looks at appraisal in a negative way the whole environment becomes damaging to image of organization

Here are some things which you can do to make sure you do not mess up with your :

Communicate throughout the year

It’s in your interests to open up discussion about your performance during the year, even if the manager does not initiate it. The sooner employees know where they are at, and what they need to change (or keep doing), the sooner problems can be fixed. Better get the feedback and correct midway before it is too late. Although continuous feedback is a shared responsibility, and even if managers aren’t creating that communication, employees can and should. This ensures that a manager if giving positive feedback about you throughout the year will not give negative feedback at the time of appraisal.

If any doubt – ask

If you are not sure of process of appraisal, your goals, parameters on which you are judged then rather than keeping quite better you ask. Better ask now than be sorry later.

Prepare upfront

Prepare for performance appraisal. If you are not prepares you will be a passive partner in the process and will take whatever is given to you. So be prepared and be a contributing partner rather than just a reactive partner. Employees can prepare by reviewing their work upfront, identifying any barriers they faced in doing their jobs, and re familiarizing themselves with their job descriptions, job responsibilities, and any job performance expectations set with the manager.

Don’t just focus on paper (forms)

Performance appraisal is not only about the appraisal forms. The purpose of performance appraisal is to improve continuously by a proper feedback mechanism and also to reduce barriers to success. Forms are just a way to record things. If the focus is getting the forms filled, without sincere effort towards process will result in a waste of time. So focus on the process of appraisal and not forms.

Participate and not defend

We tend to get defensive if someone criticizes our work. By nature we do not like to be judged. Even if someone gives us constructive feedback we are not comfortable. If we start defending the atmosphere does not remain constructive and process loses its importance. That doesn’t mean you can’t present your own opinions and perceptions, but it does mean that you should it in a calm, factual manner, rather than a defensive, emotional way.

Make appraisal mutual

Performance appraisals work best when both participants are active, and expressing their positions and ideas. Some employees are uncomfortable in giving feedback from their side. Performance appraisal is an excellent event for employees to make suggestions about things that could be changed to improve not only their but overall company performance.