Dear all,
As the HR Incharge of my company, I want to implement a new increment system that will be based entirely on the efficiency of the employees. Currently, we are providing the same percentage of increment to all employees. However, I believe that linking the increment to efficiency can serve as a motivational tool and also benefit the company's growth. Therefore, I would appreciate your suggestions on how to implement this idea effectively.
Thank you.
From India, Mumbai
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1As the HR Incharge of my company, I want to implement a new increment system that will be based entirely on the efficiency of the employees. Currently, we are providing the same percentage of increment to all employees. However, I believe that linking the increment to efficiency can serve as a motivational tool and also benefit the company's growth. Therefore, I would appreciate your suggestions on how to implement this idea effectively.
Thank you.
From India, Mumbai
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Hi , It will be better that you think of starting Performance management system based on effectiveness of an individual than efficiency.
From India, Rohtak
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From India, Rohtak
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First of all, list out Key Result Areas (KRAs) for all positions and also compare them with standards in terms of performance measured. You can rank or rate based on scores and make prompt decisions regarding increments. It also depends on which type of appraisal system you want to use.
Regards,
P K Mishra
From India
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Regards,
P K Mishra
From India
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Merit allocations can involve more than raises—particularly when budgets are tight. When rewarding your employees for their hard work, consider offering stock options or one-time financial bonuses instead of simply increasing base salaries. And remember: money is not the only motivator for engaging and retaining your workforce. Look for other development opportunities, such as training or an increase in responsibilities. These alternatives reflect your faith in key employees while defining clear conduits for career growth.
From Pakistan, Hyderabad
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From Pakistan, Hyderabad
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First of all, you need to study the industry you are catering to and identify the important departments within your organization. Determine the type of employment your organization has engaged in, such as the ratio of blue-collar to white-collar workers. Additionally, consider your management budget and decide what percentage of profits will be shared with employees.
Warm Regards, Nikhil
From India, Pune
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Warm Regards, Nikhil
From India, Pune
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Hello friend,
For this, you need to have the updated job descriptions (JDs) of all employees. Employees can divide the contents of the JD into 3-5 performance targets in consultation with the supervisor. Besides this, you can have a separate section for behavioral attributes to rate. Certain weightage needs to be given to performance targets, and the rest to the behavioral attributes. The performance targets can be reviewed twice a year to ensure alignment. You need to have a predetermined range of scores to determine the increment categories. For example, 0-10 = 2% increment, 10-20 = 4%, etc. These are a few tips to start with. Hope it helps.
From Nepal
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For this, you need to have the updated job descriptions (JDs) of all employees. Employees can divide the contents of the JD into 3-5 performance targets in consultation with the supervisor. Besides this, you can have a separate section for behavioral attributes to rate. Certain weightage needs to be given to performance targets, and the rest to the behavioral attributes. The performance targets can be reviewed twice a year to ensure alignment. You need to have a predetermined range of scores to determine the increment categories. For example, 0-10 = 2% increment, 10-20 = 4%, etc. These are a few tips to start with. Hope it helps.
From Nepal
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Dear all, I am producing a format for your observation any modifications if any, you may improve the format.
From India, Gurgaon
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From India, Gurgaon
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Just a single factor 'efficiency' cannot be a basis to decide increments unless you cover all the related aspects under this single factor. If you incorporate the overall performance (KPIs) of employees within 'efficiency,' you may develop a more effective system. As suggested by some members above, you need to consider various factors, and money is not the sole motivator for efficiency.
Elearner
From Oman, Muscat
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Elearner
From Oman, Muscat
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Performance Management System.doc