Dear SEEDS27,
I would recommend the following:
STEP 001
a. Embark on Job Analysis exercise.
b. Ensure that appropriate JDs are written for each unique position.
c. Ensure that the JD comprises SMART GOALS, KRAs, and KPIs for each position.
This exercise should take approximately 1 week for each Job Family. (Hint - Be focused, else you could go on endlessly).
STEP 002
Assuming that you have created appropriate JDs for each unique position, the staff/management will now be informed about their roles and expectations. You could now embark on the second phase, which comprises:
a. Creating TNA, i.e., Assess the training needs.
b. Create a Training Calendar.
c. Roll out the Training initiatives.
d. Measure its effectiveness, i.e., ROI Framework.
STEP 003
Assuming Steps 001 & 002 have been completed, initiate the following:
a. You have the KRAs and KPIs set in the JD (refer to Step 001).
b. Now, embark on customizing an appropriate template.
c. The template needs to measure:
- Functional performance.
- Behavior displayed while performing one's job for the assessment year.
- Leadership traits displayed against expectations set.
- The actual performance or displayed traits versus expectations - forms the gaps, needing to be bridged.
(Word of caution - please initiate the above in a phased manner, as you could be clueless if you are initiating for the first time).
Ideally, a competency framework should help you create or generate the gaps and create an appropriate GAP ANALYSIS.
- The PMS template also needs to comprise Promotion, Job Rotation, Job Enrichment, Trainings recommended as well.
(Please do not copy appraisal templates from the web and implement. Customize or tweak it as per your company's requirements).
- Roll out the template. Liaise with the HODs and communicate the rollout date and the date that you will need it back.
- Upon receipt of appraisal forms, duly filled, embark on data collation.
- The training requirement will form the core for TNA.
- Collate the data and segregate on the basis of (a) Merit Increase cases (b) Promotion cases (c) Redundant cases (d) Inter-department transfer cases.
Wishing you the best.
From Kuwait, Kuwait
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8I would recommend the following:
STEP 001
a. Embark on Job Analysis exercise.
b. Ensure that appropriate JDs are written for each unique position.
c. Ensure that the JD comprises SMART GOALS, KRAs, and KPIs for each position.
This exercise should take approximately 1 week for each Job Family. (Hint - Be focused, else you could go on endlessly).
STEP 002
Assuming that you have created appropriate JDs for each unique position, the staff/management will now be informed about their roles and expectations. You could now embark on the second phase, which comprises:
a. Creating TNA, i.e., Assess the training needs.
b. Create a Training Calendar.
c. Roll out the Training initiatives.
d. Measure its effectiveness, i.e., ROI Framework.
STEP 003
Assuming Steps 001 & 002 have been completed, initiate the following:
a. You have the KRAs and KPIs set in the JD (refer to Step 001).
b. Now, embark on customizing an appropriate template.
c. The template needs to measure:
- Functional performance.
- Behavior displayed while performing one's job for the assessment year.
- Leadership traits displayed against expectations set.
- The actual performance or displayed traits versus expectations - forms the gaps, needing to be bridged.
(Word of caution - please initiate the above in a phased manner, as you could be clueless if you are initiating for the first time).
Ideally, a competency framework should help you create or generate the gaps and create an appropriate GAP ANALYSIS.
- The PMS template also needs to comprise Promotion, Job Rotation, Job Enrichment, Trainings recommended as well.
(Please do not copy appraisal templates from the web and implement. Customize or tweak it as per your company's requirements).
- Roll out the template. Liaise with the HODs and communicate the rollout date and the date that you will need it back.
- Upon receipt of appraisal forms, duly filled, embark on data collation.
- The training requirement will form the core for TNA.
- Collate the data and segregate on the basis of (a) Merit Increase cases (b) Promotion cases (c) Redundant cases (d) Inter-department transfer cases.
Wishing you the best.
From Kuwait, Kuwait
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