What is the motive or the theory behind Performance Appraisal? (3rd Post)

Step 1: Orientation & Induction

Now let’s start elaborating on the Performance Appraisal Life Cycle at its each step in detail by discussing the ways, the pros and cons, the problems, the difficulties and even the solutions with the help of even a few case studies that we all can recognize with.

So what was our Step 1 in the cycle – cycle, did this word strike you??? Why are we using it?? We use cycle to define any process when the process behaves like a cycle so can Performance Appraisal System be called a cycle???

Let’s move ahead with Step 1 which was in short induction and orientation. You would ask as to why I have included the induction and orientation in the system or cycle. This step is applicable for the new entrants only and it’s true that it has never been a part of Performance Appraisal but I think you all would agree that all the HR functions are interrelated and whatever gamut of HR that influences the Performance of an Employee is a part of the Performance Appraisal. You can take for example Training & Development – it is very much embedded into the PMS and induction is also a part of T&D only. 

Let’s understand it in some other way round. What and Why do we have the induction and orientation program in first place? In short, to acquaint the employee with the new environment so that he/she cultivates a feeling of belongingness and prepare themselves to perform. We tell them about the company, its mission, its vision, its products, its business, its culture, its facilities, its competitors, its policies, its people and expect them to imbibe it all and construct a framework in which they have to work, perform, exist, and excel. Here, one of the important aspects that I deliberately left was their Job Profile/Job Description/Job expectation. I am sorry that I have encountered very few articles or write ups where this aspect has been emphasized upon in any induction program. 

Job Description to many are just a one page documentation generated along with the Recruitment Requisition Form and where only the vital technical skills are jotted down in order to help the recruiter to find people matching those skills. Is it not so?????

How many of us have seen a detailed well formatted and well discussed Job Description??

I will bullet the things that can be done in an Orientation and Induction:-

• ·         Make the entrant feel that he/she is wanted and are being expected.
• ·         The required joining formalities can be taken care of on the first day.
• ·         The workplace, the system, the facilities should all be in place.
• ·         If possible their  lunch should also be taken care of for the first day with somebody joining them for this.
• ·         They should be taken around the facility being introduced to the key members.
• ·         At last they should be introduced to their Managers who in turn introduce them to each and every team member.
• ·         They should be assigned a buddy to help them out with all the basic problems/queries that can arise in the initial days.
• ·         The formal induction program should be conducted within a week of the person’s joining where each and every stakeholder can explain about the company and all its components.
• ·         After all these exercises the Manager should discuss all the aspects that are still lingering in their minds and clear them accordingly along with the detailed discussion about their Job Responsibility where they will be given the clarity as to what is expected from them at what level and how. 

Now they are ready for the goal setting exercise but again the duration after which it should start can be debated upon and opinions can differ here