normally including both the quantitative and qualitative aspects of job performance. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement. Objectives: a) Compensation Decisions: It can serve as a basis for pay raises. As, now a days it is considered that raises should be based on merit not on seniority. b) Promotion Decisions: It can serve as a useful basis for Job change or promotion. c) Training and Development Programme: Performance appraisal can inform employees about their progress and tell them what skills they need to develop to become eligible for pay raises and/or for promotion. d) Feedback: Performance appraisal enables the employee to know how well he is doing on the job.
PROCESS a) Establish performance standards: appraisal systems require performance standards, which serve as benchmarks against which performance is measured. The performance standards should be clear to both the appraiser and appraisee.
b) Communicate the standards: Performance appraisal involves at least two parties, the appraiser and the appraisee. The appraiser should prepare job descriptions clearly, help the appraisee set his goals and targets, analyze results objectively, offer coaching and guidance to the appraisee whenever required and reward good result.
c) Measure actual performance: Four common sources of information are used to measure performance i.e. personal observation, statistical reports, oral reports and written reports. d) Compare actual performance with standards and discuss the appraisal: Actual performance may be better than the standards and sometimes it may go off the track.
e) Taking corrective actions, if necessary: Immediate corrective action sets things right and get things back on track whereas the basic corrective action gets to the source of deviations and seeks to adjust the difference permanently. Methods of Performance Appraisal It may be classified into three categories: 1)Individual evaluation methods- It includes Confidential report Essay evaluation Critical incidents Checklist Graphic rating scale Behaviorally anchored rating scales Forced choice method MBO 2) Multiple- person evaluation methods: Ranking Paired comparison Forced distribution 3) Other Methods Group Appraisal HRA Assessment centre Field review MBO APPROACH: MBO requires the management to set specific, measurable objectives with each employee and then periodically discuss the latters progress towards achieving these objectives. MBO focuses on what must be achieved rather than how it is to be achieved. It is, thus, a kind of goal setting and appraisal programme involving six steps: 1)Set the organization's goals: Set the organisationwide plan for next year and set companys goals. 2)Set departmental goals: Departmental heads at this stage take the broader company goals and with their superiors, jointly set goals for their departments. 3) Discuss departmental goals: These goals are now put to discussion in a departmental meeting with subordinates. 4) Define expected results: Then the departmental heads and their subordinates agree on a set of short term, and individual performance targets. 5) Performance reviews: Departmental heads compare each employees actual and targeted performance, either periodically or annually. 6) Provide feedback: Both parties now discuss and evaluate the actual progress made in achieving goals. Assessment Centre It is a system or organization, where assessment of several individuals is done by various experts using various techniques such as in- basket, role playing, case studies, simulation exercises etc. Assessment Centre consists of many multiples: Multiple competencies to be evaluated for in a candidate. Multiple observers to eliminate the subjectivity & increase objectivity involved in the process. Multiple participants : for example 18 21 in case of Tata Management Training Centre. Multiple exercises : Exercises like role plays, case analysis, presentations, group discussions etc Multiple simulations: These could be creative, crisis or exploitative type simulations. Multiple observations: Each observation is observed at least twice.
Characteristics of an Effective Appraisal System a. Reliability and validity b. Job relatedness c. Standardization d. Practical viability e. Legal sanction f. Training to appraisers g. Open communication h. Employee access to results i. Due process Potential Appraisal: It is required to: Inform employees about their future prospects Help the organization to chalk out a suitable succession plan. Update training efforts from time to time. Advise employees about what they must do to improve their career prospects. Compensation Administration Compensation is what employees receive in exchange for their contribution to the organization. Compensation is a comprehensive term including pay, incentives, and benefits offered by employers for hiring the services of employees. Nature of Compensation: Base pay: It is the basic compensation an employee gets, usually as a wage or salary. Variable pay: It is the compensation that is directly linked to performance accomplishments viz., bonuses, incentives, stock options. Benefits : These are indirect rewards given to an employee or group of employees as a part of organizational membership.( health insurance, vacation pay, retirement pension etc.) Objectives of Compensation Planning: Internal Equity: This ensures that more difficult jobs are paid more. External Equity: This ensures that jobs are fairly compensated in comparison to similar jobs in the labor market.
Individual equity: It ensures equal pay for equal work i.e. each individuals pay is fair in comparison to others doing the same/similar jobs. Equity in pay rates : Equity can be maintained by: Find the worth of each job through job evaluation. Conduct a salary survey to find what other employers are paying for comparable jobs Group similar jobs into pay grades. Price each pay grade by using wage curves Adjust pay rates. Job Evaluation: Job analysis offers valuable information for developing a compensation system in terms of what duties and responsibilities need to be undertaken. Generally, a committee is appointed to collect information and work out a hierarchy of jobs according to their value. Wage and salary Surveys: Job evaluation ensures internal equity whereas surveys ensure external equity. Components of pay structure in India: Wages: In India, all the Acts include basic wage and dearness allowance under the term wages. Basic Wages: While deciding the basic wage, the following criteria may be considered: Skill needs of the job Experience needed
Difficulty of work: mental as well as physical Training needed Responsibilities involved Hazardous nature of job. Dearness Allowance: It is the allowance paid to employees in order to enable them to face the increasing dearness of essential commodities. Wage and Salary Administration: Employee compensation may be classified into two types- base compensation and supplementary compensation. Base Compensation: It is a fixed and non- incentive payment on the basis of time spent by an employee on the job. Supplementary compensation: It signifies incentive payments based on actual performance of an employee or a group of employees. Objectives: To establish a fair and equitable remuneration offering similar pay for similar work. To attract qualified and competent personnel. To retain the present employees by keeping wage levels in tune with competing units. To control labor and administrative costs in line with the ability of the organization to pay. To improve motivation and morale of employees and to improve union- management relations. To project a good image of the company and to comply with legal needs relating to wages and salaries. Principles of wage and Salary Administration: Wage and salary plans should be sufficiently flexible. Job evaluation must be done scientifically. W & S plans should be in line with countries objectives i.e. attainment of equality in income distribution and controlling inflationary trends.
Elements of Wage and Salary System: Acc. To Henderson: 1. Identify the available salary opportunities, their costs, estimating the worth of its members, of their salary opportunities and communicating them to employees. 2. Relating salary to needs and goals. 3. Developing quality, quantity and time standards related to work and goals. 4. Determining the effort necessary to achieve standards. 5. Measuring the actual performance. 6. Comparing the performance with the salary received. 7. Measuring the job satisfaction of the employees. 8. Evaluating the unsatisfied wants and unrealized goals aspirations of the employees. 9. Finding out the dissatisfaction arising from unfulfilled needs and unattained goals.
10.Adjusting the salary levels accordingly with a view to enabling the employees to reach unreached goals and fulfill the unfulfilled needs and aspiration. Factors Influencing Compensation Levels: Job needs Ability to pay Cost of living Prevailing wage rates Unions Productivity State regulation Demand and supply of labor. Wage Policy in India: Minimum Wages: Its the wage that every worker expects to get for services rendered by him, it should be paid by the company irrespective of the companys condition i.e. whether it makes a profit or loss. Calculation of minimum wages: Fair wages: Its above minimum wages. According to the committee on fair wage 1948, fair wage should be determined taking the following factors into account: The productivity of labor, The prevailing rates of wages in the same or similar occupations. The level of national income and its distribution. The place of industry in the economy of the country. The employers capacity to pay. Living Wages: The living wage is the highest among the three. It must provide 1) basic amenities of life 2) efficiency of worker and 3) satisfy social needs of workers such as medical, education, retirement , etc. State Regulation of Wages: Minimum Wages Act,1948: This act prescribes minimum rates of wages for certain unorganized sectors covered under the Act. The minimum wages can be fixed by hour, day, month or any other longer period. The act provides for tripartite body consisting of employees, unions and the government, to advise and assist in fixing and revising minimum wage rates. The Payments of wages Act, 1936: The main purpose of the act is to provide for regular payment of wages without any unauthorized reductions to persons who are employed in any factory. There are certain permissible deductions. Adjudication of Wage Disputes: If the labor problems are not settled by collective bargaining then may be settled by arbitrator. Wage Boards: This is one of the important institutions set up by the government of India for fixation and revision of wages. Pay Commissions: Pay commission determines the wages and allowances of Central and State government employees. Bonus: Bonus is the extra payment to the workers beyond the wages.
Payment of Bonus Act,1965 The Act defines an employee who is covered by it as one earning Rs. 2500 p.m basic +Dearness Allowances. The minimum bonus paid is 8.33%.