Performance Appraisal

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

Aim of performance appraisal

Management by objectives-SMART

360 degree appraisal

Behavioral Observation Scale

Behaviorally Anchored Rating Scale

Methods of performance appraisal

Promotions

Less Expensive

Increased performance standards

Improved working conditions

Increased productivity

Advantage of promotions

Opportunities are known to all employeesStaff in selecting and interviewing should not

discriminate on the basis of age or other grounds

Treat all candidates fairlyBased on agreed criteria

When you are dealing with promotionyou should ensure

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

Promotion decisions

Monitor unsuccessful candidatesThere are routines or practices in place to

check

Reward

Types of rewardMonitory Non monitory

Rewards

Airtel Hindustan unileverMobilink

Companies using performance appraisal,promtion,rewards

APPRASIAL CATEGORY1)EXPERT2)VERY GOOD3)GOOD4)BASIC

MOBILINK CASE

ASSOCIATE 3-4 YEARSSPECIALIST 3-4 YEARSMANGER 2-3 YEARSDIRECTOR – ACCORDING TO THE

PRESIDENT DECISIONCHIEF –ACCORDING TO THE PRESIDENT

DECISION

Promotion policies of mobilink

The employee may receive 1 to 3 bonus subject to evaluation of accomplished objectives

BONUSES OF MOBILINK

Individual performance Target achievements special workWhat they will give life insurance mobile further education trip

Reward system of Mobilink

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.            

Employee of month

Mcdonald

Conclusion

Human Psychology

Compensation

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