ISSUES

1. Lateral movements (technical to management career path) without prior exposure to managerial roles and lack of training programmes have resulted in poor performance. Further it has amounted to increasing clients complaints. 2. Levels against which an employee needs to be rated are not properly defined. 3. Relative system that is paired comparison method is not a suitable appraisal method in present context. 4. Peter Principle underlying promotion policy is a stray to the whole system. 5. Non- congruence within HR functions and poor integration between HR functions and organizational strategy have yielded to increasing employee turnover. 6. Employees lack organisational savvy. 7. Performance facets have not been clearly identified for particular roles. 8. Changes in adopting appraisal method were not communicated to the employees before implementation. .