PERFORMANCE

APPRAISAL
Aim of performance appraisal

Give feedback on performance to employees.

Identify employee training needs.
To judge the gap between actual and the
desired performance.
Clarity of the functions to be performed by the
employees.
Facilitate communication between employee
and administrator.
Validate selection techniques and human
resource policies to meet federal Equal
Employment Opportunity requirements
Methods of performance
appraisal
Management by objectives-SMART

360 degree appraisal

Behavioral Observation Scale

Behaviorally Anchored Rating Scale

Promotions
Advantage of promotions
Less Expensive

Increased performance standards

Improved working conditions

Increased productivity
When you are dealing with
promotion
you should are
Opportunities ensure
known to all employees
Staff in selecting and interviewing should not
discriminate on the basis of age or other
grounds
Treat all candidates fairly
Based on agreed criteria
Promotion decisions
Meet with staff regularly
Use agreed performance criteria to ensure
decisions are fair to all candidates.
Train those involved in the promotion
If you don’t have dedicated HR department,
then…
Communicate reasons for decisions around
promotion
Monitor unsuccessful candidates
There are routines or practices in place to
check
Rewards

ØReward

ØTypes of reward
§Monitory
§Non monitory
Companies using performance
appraisal,promtion,rewards
Airtel
Hindustan unilever
Mobilink
MOBILINK CASE
APPRASIAL CATEGORY
1)EXPERT
2)VERY GOOD
3)GOOD
4)BASIC
Promotion policies of mobilink
ASSOCIATE 3-4 YEARS
SPECIALIST 3-4 YEARS
MANGER 2-3 YEARS
DIRECTOR – ACCORDING TO THE PRESIDENT
DECISION
CHIEF –ACCORDING TO THE PRESIDENT
DECISION
BONUSES OF MOBILINK
The employee may receive 1 to 3 bonus
subject to evaluation of accomplished
objectives
Reward system of Mobilink
Individual performance
 Target achievements
 special work
What they will give
 life insurance
 mobile
 further education
 trip
Mcdonald

 Your Pay and Rewards Our pay and rewards program follows a "pay for performance" philosophy: The
better your results, the greater your pay opportunities.
Base pay - Because employees' base pay is the most significant portion of their compensation,
McDonald's maintains the competitiveness of our base pay through an annual review of both external
market data and internal peer data. In our corporate, division and region offices, McDonald's has a
broadbanding compensation system. Broadbanding allows for flexibility in terms of pay, movement and
growth.
Incentive pay - Incentive pay provides our employees with the opportunity to earn competitive total
compensation when performance meets and exceeds goals. For our corporate, division and region
offices, the Target Incentive Plan (TIP) links employee performance with the performance of the
business they support. TIP pays a bonus on top of employees' base salaries based on business
performance and their individual performance.
Long term incentives - Long term incentives are granted to eligible employees to both reward and
retain key employees who have shown sustained performance and can impact long-term value creation
at McDonald's.
Recognition programs - Our recognition programs are designed to reward and recognize strong
performers. For our corporate, division and region offices, these include the Presidents' Award (given to
the top 1% of individual performers worldwide) and the Circle of Excellence Award (given to top teams
worldwide to recognize their contributions for advancing our vision).
Company car program - Our company car program provides eligible employees with a company car
for both business and personal use. If eligible, employees can choose from a variety of vehicles,
depending on their level within the company. The program covers the cost of insurance, maintenance
and repair.            

 Employee of month
Conclusion
Human Psychology
Compensation
Thank you
Anurag huria
Divya deewan
Neha mahajan
Nikhil nagar
Sheeba agha
Yogesh sharma