Appraisal In Resesson - PPS Download

:lol: Dear all, should be appraise the salary of all the emp and how much min. ?
15th April 2009 From India , Delhi

hi , during resesion salary could not be apprised, infact it is other way out,rather then using the tactis of downsizing for cost cutting u could retain ur present work force at mutually agreed less salary
15th April 2009 From India , Lucknow

I want to do PHd in HRM amd my area of interest is training and development. can u please suggest me any related topic as a reference or idea.
16th April 2009 From India , Surat

what about in telecom sector in india,many new service providers are coming into business..any idea ,pls suggest some good tips to retain employees
20th April 2009 From India , Bangalore

In my opinion, one can go for appraisal even in recession but you must make it highly target oriented. This would further increase your productivity and will keep employees motivated. :) DG
20th April 2009 From India , Mumbai

I agree, but during these times there can hardly be any targets, since m,ost of the Companies are cutting down their forthcoming projects, and their existing ones are not showing any profits. Hence I feel giving Employees hard targets can be difficult for us
21st April 2009 From India , Mumbai

Dear Friend,
The best way to retain the employees is to trust them. They are like ambassadors of the company and happy employees portray a company in positive light. HR people must know what the competitors are offering and what are the problems their so that the same can be conveyed to the employees.
One way to retain employee is say retention bonus, for example if an individual stays with the company for say two years, s/he would be entitled to say Rs. 10000 cash, greater the duration, greater the amount. This amount would also vary depending on designations. Higher designation means higher retention bonus. This is being used in BPOs and KPOs.
21st April 2009 From India , Gurgaon

Hi! Friend,
As we all know that recession is global phenomenon & the same 'll not persist for long , therefore down sizing the strength of employees will instead of temporirly solution will difinitely have impact on employee performance. Rather employee must be strongly motivated 2 overcome this problem in developing a crisis task team.
Tks
maheshpandey
24th April 2009 From India , Calcutta

Dear Ram,
If your company is financially stable then their is no problem of having an Appraisal,or else i suggest if your companies financial position is not so bad during the time of recession give your employees a minimum hike so that atleast their stay motivated.
Regards,
Elvira
25th April 2009 From India , Mumbai

i don think pay hike is possible for any kinda Company in this hard time.... but de idea of givin retention bonus is definitely appreciable.....
26th April 2009 From India , Bhopal

hi it depends on companyif ur company is in good financial position .company may think of apraise the salaries.in recession time emplyees are afried of job cuts,giving heavy targets keep them under pressurewhich affect their performance also.if company cant aprise salaries then it should try to get confidence of the emploees that they will be provided job security.it will motivate them to work.bcas every buddy knows its recession time.....
27th April 2009 From India , Pune

Hi,
I agree that at a time of recession, the ideal scenario would be not to give any hike in salaries but if any promotion/salary adjustment cases are due a minimal hike of 5-15% based on industry norms after studying competitors should be given. Salary adjustments and promotions need to be given so that it does not disturb internal parity of the team.
At the same time, existing employees stay in an organization for 3 primary things career growth,self growth and monetary benefits. Hence if we are not able to provide salary hike we need to provide a good platform for career platform thru training, movement to other teams, providing benefits, insurance, quarterly or semi annual incentives to motivate employees to perform better. Even though you might not be able to provide salary hike to them you could still give them incentives in several ways:
- Concierge services
- Medical room, gym, massage room
- Education support program for MBA, etc....
Hope this is helpful.
Regards,
Priyanka
4th May 2009 From India ,

In some IT companies there is apprasial with out increments. This at least gives idea where does the employee stands, Improvements required etc :-)
4th May 2009 From India , Mumbai

Dear All,
How about an idea to ask directly to employee whether they want a salary increament or not by doing a survey thru attached PPS. Don't take it seriously, it's just for fun.:lol:
Salary_Increment_Survey.pps
7th May 2009 From India , Mumbai

raising the salary of d employess at dis tym wud b relatively more difficult task fr d HR person of the company. instead i wud suggest dt dont atleast cut the salary dt dy get in cash. instead one can reduce the kind benefits dt the company provides to the emplyees.
so in this way where their salaries wont b reduced the employees will even feel motivated and will try to contribute more to the company.
8th May 2009 From India , Mumbai