PERFORMANCE APPRAISAL

For deciding which employee gets : > Promotion to next higher grade / level { Excellent Performance } > Double / Multiple " annual increment " in same grade { Good Performance } > Lump sum / one time , " Appreciation Amount " { Fair Performance } > His salary " frozen " at same level { Poor Performance } , HR managers ( with inputs from Performance Appraisal Forms filled in by Line Managers - with remarks re FEEDBACK given to an employee ) , will spend midnight oil during the month of March There are organizations which are so particular about this VITAL MANAGEMENT PROCESS , that they tell the line managers : " HR dept will not issue " Increment Letter " , unless it receives employee's PERFORMANCE APPRAISAL , latest by 15 March " I have a very strong feeling that , in a majority of the Organizations, this whole exercise becomes nothing more than a RITUAL to be gone through mechanically, in order to satisfy the dictate from HR department ! Those of you , who have a similar feeling , may find here, some clues on how to re-design this process in a way that satisfies, not only the BOSS but also the employee being appraised MYBLOGEPAGE.BLOGSPOT.COM Performance Rating of Employees