An Year-End-Review

“My Manager has asked me to submit a write up about whatever good I have done at work this year related to the business. He asked me to write all the initiatives I have taken for me and for the organisation.” An year-end-review is the best way to bid adieu to an annual year. In our small ways we have changed the way we were since last year. Hence, lets take a stock of things and note where we are . Let’s begin by what we had started this year with . We all had few direct goals to achieve and few

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A Tug of reWARds – Post Appraisal Syndrome

Compensation drives performance and sometimes the employees out of an organization!  It hogs all the spotlight while setting the budget. Every possible analysis is drawn and implemented from the top to the grass root level. It triggers with the right sourcing, explaining the role to the candidate, identifying the fitments to the offering and requirement, of both the parties. Employee orientation program, goal setting, quarterly and annual appraisal and every other measuring tactics attribute to an alignment of the talent and the organization, or sometimes the absence of it. Here’s a discussion of two employees, who have been working in

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How good are we? – Introspecting on the high road to success

We are born to lead. We want to be the best in whatever, we do. We strive for excellence through education, which precedes our work. As we raise the chart, we groom ourselves to lament and regret the leaders around us. The learning and experiences gained by working across the continuum helps us to decide on a benchmark of behaviors. We streamline a set of qualities and their standards, to define our paragon. No matter how positive we remain. We are bound to see the difference to what we believe it should be. William Deresiewicz shared his view on ‘Solitude

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Role of HR in Performance Management System

There have been many queries on the role of HR in Performance Management System; some members bestow correct answers to such questions being raised, this is my take on the topic: WHAT IS THE ROLE OF HR IN PERFORMANCE MANAGEMENT SYSTEM. In most organisations, senior managers and directors detest conducting performance assessments, usually because they are uncomfortable and inexperienced in conducting them. They will be typically heard saying that appraisals don’t work and are a waste of time. A similar approach then cascades down the line and fails the whole system of performance appraisal. Before we talk about the agenda

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Fair Practices in Appraisals and Promotions

It is that time of the year! Oh no, no, I’m not talking about taxes, budgets or inflation! It’s the time of the year when most companies start working on their performance appraisal also. The forms are sent, or they are uploaded on the system and the links are sent to all the employees, guidelines all set, dates of review given etc. etc. And yes, nervousness, butterflies in stomach, uneasiness, anxiety, eagerness are all very common words one can hear within the organizations. Expectations, performance, productivity, achievements, goals and results are also very common words used during reviews specially and

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