Hi friends ..Here Purnima Please help On performance appraisal complete structure .Definition to Kra and Kpis.How we appraise a candidate.As well Who are In discussion.What is parameters.How we make a sheet to all employees.Its very Important to my career.Please guide me...Thank you
From India, Hyderabad
From India, Hyderabad
Dear Purnima,
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. I do not know what is your designation, however, if you are from HR then it is not your job to develop the KRAs. This job is of a senior to whom Carrier Relationship Manager reports. Why senior is not developing the KRAs to his/her junior? It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
7884Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. I do not know what is your designation, however, if you are from HR then it is not your job to develop the KRAs. This job is of a senior to whom Carrier Relationship Manager reports. Why senior is not developing the KRAs to his/her junior? It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
Read a number of illuminating articles on Performance Appraisal, Goals/ KRAs of employees & their alignment to corporate objectives and other articles related to 'Performance Management' in the 'Empxtrack Blog' on the web. You may discover all your queries answered at one place. And experts will be there to guide you if you decide to automate the process to manage it efficiently.
From India, Delhi
From India, Delhi
Hi Poornima,
You can look at a number of actionable PDFs on the Internet to create KRAs and KPIs for your need. Apart from Quora, Slideshare also provides a whole lot of documents for the same purpose.
You can see this pdf http://www.slideshare.net/TETIndia/15-questions-for-effective-employee-evaluation for a detailed guide on how to Make KRAs for different job descriptions as per different perspectives.
You can also look at this quick guide here : http://grosum.com/blogs-15_Best_Questions_for_effective_employee_evaluatio n_during_Performance_Reviews_Part_2
Hope this helps. Good luck
From India, Howrah
You can look at a number of actionable PDFs on the Internet to create KRAs and KPIs for your need. Apart from Quora, Slideshare also provides a whole lot of documents for the same purpose.
You can see this pdf http://www.slideshare.net/TETIndia/15-questions-for-effective-employee-evaluation for a detailed guide on how to Make KRAs for different job descriptions as per different perspectives.
You can also look at this quick guide here : http://grosum.com/blogs-15_Best_Questions_for_effective_employee_evaluatio n_during_Performance_Reviews_Part_2
Hope this helps. Good luck
From India, Howrah
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Using Performance Appraisals to.doc
Basics of Performance Appraisals.pdf