Performance Appraisal

PERFORMANCE APPRAISAL

Aim of performance appraisal Give feedback on performance to employees. Identify employee training needs. To judge the gap between actual and the

desired performance. Clarity of the functions to be performed by the employees. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements

Methods of performance appraisal Management by objectives-SMART 360 degree appraisal Behavioral Observation Scale Behaviorally Anchored Rating Scale

Promotions

Advantage of promotions Less Expensive Increased performance standards Improved working conditions Increased productivity

When you are dealing with promotion you should are ensure Opportunities known to all employees Staff in selecting and interviewing should not

discriminate on the basis of age or other grounds Treat all candidates fairly Based on agreed criteria

Promotion decisions Meet with staff regularly Use agreed performance criteria to ensure

decisions are fair to all candidates. Train those involved in the promotion If you don’t have dedicated HR department, then… Communicate reasons for decisions around promotion

Monitor unsuccessful candidates There are routines or practices in place to

check

Rewards ØReward ØTypes of reward §Monitory §Non monitory

Companies using performance appraisal,promtion,rewards Airtel Hindustan unilever Mobilink

MOBILINK CASE APPRASIAL CATEGORY 1)EXPERT 2)VERY GOOD 3)GOOD 4)BASIC

Promotion policies of mobilink ASSOCIATE 3-4 YEARS SPECIALIST 3-4 YEARS MANGER 2-3 YEARS DIRECTOR – ACCORDING TO THE PRESIDENT

DECISION CHIEF –ACCORDING TO THE PRESIDENT DECISION

BONUSES OF MOBILINK The employee may receive 1 to 3 bonus

subject to evaluation of accomplished objectives

Reward system of Mobilink Individual performance

Target achievements  special work What they will give  life insurance  mobile  further education  trip 

Mcdonald 

Your Pay and Rewards Our pay and rewards program follows a "pay for performance" philosophy: The better your results, the greater your pay opportunities. Base pay - Because employees' base pay is the most significant portion of their compensation, McDonald's maintains the competitiveness of our base pay through an annual review of both external market data and internal peer data. In our corporate, division and region offices, McDonald's has a broadbanding compensation system. Broadbanding allows for flexibility in terms of pay, movement and growth. Incentive pay - Incentive pay provides our employees with the opportunity to earn competitive total compensation when performance meets and exceeds goals. For our corporate, division and region offices, the Target Incentive Plan (TIP) links employee performance with the performance of the business they support. TIP pays a bonus on top of employees' base salaries based on business performance and their individual performance. Long term incentives - Long term incentives are granted to eligible employees to both reward and retain key employees who have shown sustained performance and can impact long-term value creation at McDonald's. Recognition programs - Our recognition programs are designed to reward and recognize strong performers. For our corporate, division and region offices, these include the Presidents' Award (given to the top 1% of individual performers worldwide) and the Circle of Excellence Award (given to top teams worldwide to recognize their contributions for advancing our vision). Company car program - Our company car program provides eligible employees with a company car for both business and personal use. If eligible, employees can choose from a variety of vehicles, depending on their level within the company. The program covers the cost of insurance, maintenance and repair.            

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Employee of month

Conclusion

Human Psychology

Compensation

Thank you Anurag huria Divya deewan Neha mahajan Nikhil nagar Sheeba agha Yogesh sharma