Respected Experts,
It was suddenly told by my top level management to develop using goal sheet method for our immediate needs in evaluating our team's performance.
Kindly help me to develop a streamlined Goal Sheet specifically tailored for Sales/Marketing (Operation Manager/Branch Manager/Sales)Executives, Finance/Accounts (Finance Manager/Controller,/Accountant),Admin and HR perspective. Database must include :- Perspective I Goal I KPI I Target I Actual I Rating (1-5).
I am looking forward to hear from our HR experts.
Thanks and Regards,
Sidharth
From India, Varanasi
It was suddenly told by my top level management to develop using goal sheet method for our immediate needs in evaluating our team's performance.
Kindly help me to develop a streamlined Goal Sheet specifically tailored for Sales/Marketing (Operation Manager/Branch Manager/Sales)Executives, Finance/Accounts (Finance Manager/Controller,/Accountant),Admin and HR perspective. Database must include :- Perspective I Goal I KPI I Target I Actual I Rating (1-5).
I am looking forward to hear from our HR experts.
Thanks and Regards,
Sidharth
From India, Varanasi
Dear Siddharth,
Several times I have given my comments on the concepts of KPIs, KRAs and PMS. While you may refer to those, I wish to bring out an anomaly in your top leadership. It is the duty of the superiors to design the KRAs of for their subordinates. The task cannot be assigned to those who are not connected with the department.
The HR can be only the process owner of the performance appraisal. However, the entire PMS itself cannot be a baby of HR. It appears that the top leadership of your company have serious misgivings about PMS. How to remove them is your challenge.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Several times I have given my comments on the concepts of KPIs, KRAs and PMS. While you may refer to those, I wish to bring out an anomaly in your top leadership. It is the duty of the superiors to design the KRAs of for their subordinates. The task cannot be assigned to those who are not connected with the department.
The HR can be only the process owner of the performance appraisal. However, the entire PMS itself cannot be a baby of HR. It appears that the top leadership of your company have serious misgivings about PMS. How to remove them is your challenge.
Thanks,
Dinesh Divekar
From India, Bangalore
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