Transcript of the live chat with Rajendra Ghag, executive vice president, HR & admin, HDFC Life on the topic 'Role of HR, post appraisals'
Parmeet: How often should HR interact with their new employees and should the frequency increase during post appraisal period?
rajendraghag: Parmeet, ideally HR should be in touch with new employees on regular basis particularly during firs 6 monhs time. If theyare part of appraisal cycle then a specific attention to be paid in consultation with their managers.
kanchansahu: What should be the major role of HR, post appraisal?
rajendraghag: Hi Kanchan, First of all HR needs to bring in the appraisal process which is understood well by all stake holders. Most good processes require employee to have regular feedback mechanism during the year to avoid shocks at the end of the year. If such system is existing then HR needs to walk in the corridor and engage both with employees and managers to see how the process of appraisal is being followed
Param: Hi, in today's scenario when job opportunities are many , many talented employees tend to leave their organisations post appraisal owing to dissatisfaction and grievances.My question to you is what crucial role HR has to play here and what are strategies to be adopted to retain such employees?
rajendraghag: Param, Good question. The point of dissatisfaction and resultant attrition is the reactive elements and one cant really fire fight the situation. HR of any good organisation should be proactive in conduncting workshops etc on appraisal process and engage with the stake holders in an condusive environment. The employees should be informed about the importance of feedback and take the same as an improvement opportunity. Talent must be clearly told that leaving job is not really a solution and it can make it difficult even in next job.
Gaurav: How does KRA play an important role during pre & post appraisal?
rajendraghag to rajeev: Gaurav, You have a point... In fact any good appraisal process starts with correctly articulated KRAs. We have all heard about SMART KRAs communicated clearly and understood by all stake holders. If these KRAs are correctly linked with top deliverables of organisation then the appraisal process becomes better as concerned employees get reviewed on regular basis based on org/functional reviews. Thus there are no surprises at the end of the year and entire process becomes friendly.
Parmeet: To publish employees rating or List of employee in Talent is it right ? How to handle queries of comparision amongst employees?
rajendraghag to rajeev: Parmeet, You are asking two different questions. The first one is around talent category which forms part of potential and the second is around performance (relative ranking). These process are handled seperately by most organisations. To answer the question on rating, the employees must know the cocept of bell curve of forced ranking. They are always compared with others relatively if objective type goals are achieved by both or a group. Most companies differentiate the rating based on 'how' of 'what' is achieved wherein leadership, team management etc looked at.
Anisha: Many a times there are employees who are frustated with their ratings and they try to de-motivate other employees performing well.How should you control this situation?
rajendraghag: Anisha - One can stop these gossips or roumors only to an extent. Hence it is important for organisations/HR to ensure proactive communication before the appraisal process starts and clearly mention about these things. Employees must know (particularly high performers) that such things if they spend time and energy on will be a waste.
zainab: How do you see appraisal's this year in the service industry .. considering the financial situation has once again been volatile... what is the general sentiment and what kind of expecatations should be in mind?
rajendraghag: Zainab, Yes the mood in service industry looks little down looking at the industry scenario. However, from talent point of view, most good companies are taking future view and looking at matching the expectations of talent accordingly. Based on some of the surveys, service sectors are going to be on the similar lines that of last year with respect to ratings, increases with an exception of banking, which will have a couple of percent lesser offering.