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Performance Management System

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Performance Management System

Uploaded by

hr
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Performance

Management System

Bhairaav Group

Compiled by : HR
OBJECTIVE
 Applicable for all confirmed employees of Bhairaav group

 Purely based on Employee Performance against their Job responsibility

 With an Aim to Encourage standard of work performance through fair


practices
PURPOSE
 Performance of employee should reflect goal of the organization

 Employee Understanding of their roles & its contribution in achieving


Organization goal

 Opportunities for employee career development

 Fair Pay Policy


Definition
 An employee must demonstrate levels of both capability and performance
at a standard which is satisfactory and this will be assessed by reference to
their skills, qualifications, competence, aptitude, health or any physical or
mental impairment.
Roles & Responsibilities :
• Management-
 Decide & Convey job description during hiring as per candidate experience ,
knowledge & skills

 Give actual view of the organization

 Provide Induction, required job information, required company information,


volume of work, process knowledge

 Conduct Open frame meeting in regards with their job information, concerns,
opinion to understand overall feelings of the employee for the organization on a
whole
Roles & Responsibilities :
• Human Resource –
 To ensure fair & equal practice of performance management process for
all the employees

 Provide training , support & required information to employees in


regards to policy & procedure
Roles & Responsibilities :
• Employees –
 Employees are responsible to achieve satisfactory level of performance
 Attend all the required meetings in regards with their performance &
behavioral aspects
 Employee has a right to raise concerns / suggestions in order for making
process better or seek information within their area of work profile.
 Employee is responsible to take clarity on any work related issues or if
any confusion occurs.
Principles
 Appraisal should be a continuous process and should not be limited to
interim reviews

 Plan for future individual and organizational growth and development

 Focus on learning and development needs

 Flexible approach developing and managing performance

 Identify employee strengths & provide opportunity for employees to


develop to their full potential.
Appraisal & Review Process
 Employee Appraisal and Review Program consist of :

1. Position Description

2. Monitoring of performance (Every Quarter)

3. Performance Appraisal process

4. Employee Development process

5. Action in Serious cases


RECORD OF INFORMAL AND FORMAL ACTION

 Any action taken in regards to unsatisfactory performance, absentism, or


any other behavioral aspect must be confirmed in writing to the employee
APPEAL PROCEDURE

 Employees have the right of appeal against formal sanctions. Where


possible a Management member or more senior level of manager will hear
the original case & the appeal. A HR Manager or Head of HR may also be in
attendance.

 Based on the Actual case, call of the appeal will be taken by the
Management / HR
Pay Progression
 Process for Pay progression:

 HR will send the entire summary details to the management of the


employees, their ratings and salary details.

 Management will further provide the budget to the HR department where


salary increase / promotion will be managed & divided based on the budget.

 Based on the given budget, the percentage of salary hike for each level &
grade will be decided.

 Final Salary revision can be jointly outcome of both Management & HR


Method of Pay Progression
 Based on the Budget , the amount will be divided percentage wise to each
grade :
 For Eg : Ground Staff : Rating A : 20 %
Rating B : 15%
Rating C : 10 %
Junior Executives : Rating A : 18%
Rating B : 12%
Rating C: 10%
Promotion Procedure
 Achieve optimum utilization of employee skills by employing suitable
persons

 Minimize the effects of job poaching & Job hopping

 Enhance career development of employees


Promotion Criteria
 Sustainability
 Performance ( in Addition to given responsibility)
 Achievements / Contribution in supporting organization objective
 Result Oriented (Solution provider)
 Potential of employee to take authoritative accountability for higher
position
 Competencies of employee
 Leadership
 Behaviour
Process for proposing promotion
1. Immediate Supervisor proposes to Head of Department based on the
criteria along with the entire support documents

2. HOD reviews the case , may accept or reject the proposal

3. If accepts forward the proposal to Management & HR

4. HR further reviews the case through a formal meet & Submit the report to
the Management consisting employee experience, performance record,
achievements, cost details, replacing terms & its outcome by applying the
future positive effects & consequences
Process for proposing promotion…
5. Management further
For Junior level - May have a Formal meeting with HR & HOD /
Immediate Supervisor and approve or reject the proposal purely
based on the promotion criteria.
For Manager & Above level – Management can conduct an appraisal
interview with an employee to evaluate employee understanding,
his/ her inclination towards organization objective & vision in terms
of personal & organization growth. Based on the interview feedback
& promotion criteria management decides on promotion for the
employee & forwards the entire details to HR, along with their
recommendations, if any.
6. Documentation
Policy Review
 This policy will be reviewed every 2 years; however as part of the review
procedure, information on the number of performance management
processes in the organization will be collated and a diversity analysis will be
completed by the Human Resources Department

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