Salary Increase Matrix: Impact of Uncertain Performance Appraisal Results

Introduction This is Part 3 of my articles on the Salary Increase Matrix As we cannot accurately predict the final results of a performance appraisal exercise, we cannot predetermine the salary increase percentage going into each cell of the salary increase matrix so that we can cap our salary increase costs within our budget. If

Designing the Performance Appraisal Form: Personal Development Section

Introduction In this article, we explore how we incorporate the task of management planning for staff training and development into the annual performance management process. Background Staff Development lands up as an element within the performance management process because of 3 basic reasons: To provide a formal opportunity for managers to review the training and

Performance Appraisals: Forced Ranking

Performance Appraisals: Forced Ranking What is Performance Ranking? Simply put, it is just ranking (comparing) the performance of each individuals in a group of employees.There are many ways of ranking staff. Types of Appraisal Errors Whenever we make an assessment of someone, not necessarily making an performance appraisal, we subject ourselves to different errors in

Design the Performance Appraisal – Competencies Section

Introduction In this article, we are going review some of groups of competencies or skills commonly used or found in performance appraisals. Fundamental Techniques in Handling People Dale Carnegie wrote the book “How to Win Friends and Influence People” stated 3 fundamental techniques in handling people: Principle 1 Do not criticize, condemn or complain. Principle

2014 Review of the Performance Appraisal Tool

Introduction As a human resource practitioner, I have found that the traditional performance appraisal system is a tool that flawed with errors. Every now and then, I will make an effort to review this tool. Theories of management evolve over time. I personally found that some commonplace assumptions made about people performance management are wrong.

Pay Salary Increase Using Forced Distribution

Salary increases are made for 2 main reasons – to adjust the basic salary or wage rate for inflation and to provide merit increment as a form of motivation for achieving an agreed upon criteria such as efficiency or performance. There are 5 factors determining the quantum of salary increase or wage rate increase –