1.) Assessing various appraisal methodology in IT industry
2.) Trend for salary hike in last 5 years in IT industry
3.)Trend for salary revision for next three years
4.) linkage between appraisal system and attrition rate
of the IT industry
Fulfillment of job requirement
Continuous development of human resources.
Both quantitative and qualitative evaluation of job performance
Features of Performance Appraisal
Appraisal methodology popular in IT industry
1.) 360 degree feedback system
2.)Bell curve based performance appraisal system
“Only in our dreams are
we free, the rest of the
time we need wages.”
-Sir Terry Pratchett
Trend for salary hike in last 5 years in IT
For the past five years, average salary hikes in Indian IT sector have been
around 10 percent
Regional practices in the economy
Compensation policy of the institution
Supply and demand of labour,and
Individual’s job performance
Trend for salary revision for next three
Employee with skill in verticals like cloud, mobility, social media and
analytics will get huge compensation
Salary rate and incentives will be high for top performers
Average Industry salary is expected to grow at an annual rate of 6-9%
Salesforce employee salary could be determined by the revenue they
bring from client
Linkage between appraisal system and
attrition rate in IT industry
Attrition management has become the strategic focus and compelling
necessity of business today.
The toughest concern for an HR manager is however the high attrition rate
IT industry has one of the highest attrition rate. Appraisal should be done
fairly so that conflict , dissatisfaction and attrition rate gets reduced.
The share of attrition due to dissatisfaction in appraisal is also growing as
techie are finding better opportunities at mushrooming startups and
poaching is always there.
Problems with current appraisal process
People are inspired and motivated by positive, constructive feedback- and the
“appraisal” process almost always works against this.
The most valuable part of an appraisal is the “development planning” conversation
–what can one do to improve performance and engagement- and this is often left
to a small box on the review form
Employees need and want regular feedback(daily, weekly), so a once a year review
is not only too late but its often a surprise. Regular coaching is the key to alignment
Not only performance but also potential should be considered during
Focus should be given to team performance also
We have a shortage of key talent and the keys to success now focus on
regular alignment, coaching, creating passion and engagement, and
continuous employee development.
Set and reset goals frequently. Companies that set performance goals
quarterly generates 31% greater returns from their performance process
than those who do it annually, and those who do it monthly even get
Companies thrive by building skills-so in addition to encouraging managers
to produce good work, HR should incent them to produce a good talent as
I never criticize anyone. There is nothing that so kills the ambition of a person
as criticisms from superiors. I believe in giving a person incentive to work.
The ultimate way to develop the best that is in a person is by appreciation
and encouragement - Charles M. Schwab
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