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performance appraisal is appraising any candidate against key responsibility areas (KRA) assigned to him/her. Appraisal is a system and KRAs are the criteria based on which you judge the performance . If you do not frame KRAs then performance management system loses objectivity.
From India, Mumbai
From India, Mumbai
Dear Mr Ravi D Joshi,
"KRA Evaluation" and "Performance Appraisal" (PA) are not mutually exclusive terms. Therefore, these need not be seen in isolation. why do we conduct the PA? We conduct the PA so as to appraise the work done by the employee. There were different methods of appraising the work. In the last 10-15 years, employees are told on what parameters their of performance well be measured. These parameters are not subjective but quantifiable and are called as Key Result Areas (KRAs).
It appears that you have confusion on these fundamental terms. It could be because you might not have instituted well-designed Performance Management System (PMS) in your company. For further details, you may click the following reply to the past post:
https://www.citehr.com/524790-what-s...ml#post2224769
In this link, you will get further several hyperlinks. Go through all the links patiently so as to improve the understanding of the subject.
I provide consulting services to establish comprehensive PMS. If you wish to refer the Brochure and FAQs on my consulting services then you may click here.
Thanks,
Dinesh Divekar
From India, Bangalore
"KRA Evaluation" and "Performance Appraisal" (PA) are not mutually exclusive terms. Therefore, these need not be seen in isolation. why do we conduct the PA? We conduct the PA so as to appraise the work done by the employee. There were different methods of appraising the work. In the last 10-15 years, employees are told on what parameters their of performance well be measured. These parameters are not subjective but quantifiable and are called as Key Result Areas (KRAs).
It appears that you have confusion on these fundamental terms. It could be because you might not have instituted well-designed Performance Management System (PMS) in your company. For further details, you may click the following reply to the past post:
https://www.citehr.com/524790-what-s...ml#post2224769
In this link, you will get further several hyperlinks. Go through all the links patiently so as to improve the understanding of the subject.
I provide consulting services to establish comprehensive PMS. If you wish to refer the Brochure and FAQs on my consulting services then you may click here.
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Appraisal evaluation.doc