According to a research published by the Times of India, firms are reconsidering their approach to evaluations and appraisals and embracing various approaches. These models range from open salary systems to pay equity.

Sahaj Software Solutions, a startup company, has adopted an open compensation policy based on the notion that power should be decentralised and that people should be free to decide on salary increments collectively. This belief led to the adoption of the policy. Everyone in the organisation is aware of the wage that each individual receives, and compensation levels are determined by teams after taking into account the dynamics of the market. According to Akash Agrawal, Co-founder and CEO of the company, when a single manager evaluates a large number of subordinates, there is a greater risk that biases may be introduced into the process.

Despite the fact that most businesses do not use this transparent payment system, there are those that are making efforts to promote pay equality. The frequency of performance check-ins is determined by managers at Ericsson, and the company conducts these check-ins on a regular basis. According to Priyanka Anand, Vice President and Head of Human Resources for Ericsson Southeast Asia, Oceania, and India, having an open salary system would not be a good idea when there is intense competition between players.

People at the digital business transformation and consulting company Publicis Sapient are eligible for promotions during monthly and twice-yearly cycles, rather than having to wait until the end of the year to be considered for them. This process is part of the organization’s dynamic appraisal process.