Dear Seniors,
I am newly joined Hr Executive to IT company,having strength of 42 employees.
We have Technical/Functional /Techno-Functional ERP consultants who work on service request or in other words they work on implementation/customization project and offshore support project.
I am being given a task of Performance management.
My question is on Parameters that needs to consider.
I referred some materials on citehr.com for PMS.I thought of proceeding by job description,KRA,KPI and then PMS.
But dont know how to work on KRA and KPI and which PMS tool to be used.Please help.
My second task is of reviewing work of one of our employee who work as Help desk Manager and responsible to raise,update and closure of Service requests and also coordinating with Clients on daily basis.
but he has found to be irregular to work.His number of full day,half day and short leaves are tremendous that my Director ask me to review his work..How to review his work? Please help.
Regards,
Sapana
sapana.gaikwad1112@gmail.com
From India, Pune
9I am newly joined Hr Executive to IT company,having strength of 42 employees.
We have Technical/Functional /Techno-Functional ERP consultants who work on service request or in other words they work on implementation/customization project and offshore support project.
I am being given a task of Performance management.
My question is on Parameters that needs to consider.
I referred some materials on citehr.com for PMS.I thought of proceeding by job description,KRA,KPI and then PMS.
But dont know how to work on KRA and KPI and which PMS tool to be used.Please help.
My second task is of reviewing work of one of our employee who work as Help desk Manager and responsible to raise,update and closure of Service requests and also coordinating with Clients on daily basis.
but he has found to be irregular to work.His number of full day,half day and short leaves are tremendous that my Director ask me to review his work..How to review his work? Please help.
Regards,
Sapana
sapana.gaikwad1112@gmail.com
From India, Pune
Dear Sapana,
My topic-wise replies are as below:
About KRA, KPI and PMS: - It requires tremendous expertise to design KRAs and KPIs. I found that even seasoned managers fail on this count. Therefore, I strongly recommend you hiring consulting services of some expert. In this connection, I have given my comprehensive reply to earlier post. The link is as below:
https://www.citehr.com/511936-pms-company.html
About Review of the Work Help desk Manager : - At the beginning of the quarter or when this manager joined, did you give him KRA sheet? You need to review one's work at the end of the quarter and not somewhere in between. Secondly, do you have "Employee Leave Policy"? As long as manager avails of leave as per this policy then you should not have objection. However, if he avails leave even though it is not sanctioned, then it is misconduct. Handle the case accordingly.
Thanks,
Dinesh Divekar
+91-9900155394
P.S.: - I provide consulting services to establish a comprehensive Performance Management System (PMS). While establishing the PMS, I develop KPIs to measure human resource utilisation, machine utilisation, etc. My activities surpass the usual measurements mentioned in the Balanced Score Card (BSc). If you wish to avail of my paid services, then feel free to approach me. Thanks.
From India, Bangalore
My topic-wise replies are as below:
About KRA, KPI and PMS: - It requires tremendous expertise to design KRAs and KPIs. I found that even seasoned managers fail on this count. Therefore, I strongly recommend you hiring consulting services of some expert. In this connection, I have given my comprehensive reply to earlier post. The link is as below:
https://www.citehr.com/511936-pms-company.html
About Review of the Work Help desk Manager : - At the beginning of the quarter or when this manager joined, did you give him KRA sheet? You need to review one's work at the end of the quarter and not somewhere in between. Secondly, do you have "Employee Leave Policy"? As long as manager avails of leave as per this policy then you should not have objection. However, if he avails leave even though it is not sanctioned, then it is misconduct. Handle the case accordingly.
Thanks,
Dinesh Divekar
+91-9900155394
P.S.: - I provide consulting services to establish a comprehensive Performance Management System (PMS). While establishing the PMS, I develop KPIs to measure human resource utilisation, machine utilisation, etc. My activities surpass the usual measurements mentioned in the Balanced Score Card (BSc). If you wish to avail of my paid services, then feel free to approach me. Thanks.
From India, Bangalore
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.
PMS Cite HR post.ppt
HR GURUKUL FOR SENIORS.pdf