Ms.Mehra,
As i told you earlier also, first we should finalise on the kind of appraisal process to be implemented. Secondly, most of the parameters suggested by you are subjective and moreover used for self-development / during confirmation process / to understand the employee behaviour but cannot be the 100% weightage for PA. The KRA's should be in such a way that should be measured and tracked. please refer me Quality KRA attachment given to Ms.Vandana which is self explanatory.Every function will have different KRA's and common objectives for each individual can be selcted from the list mentioned by you. For e.g. If we take one of the KRA as productivity then it should be defined in Production dept. head's KRA properly. Like measurable can be productivity per person. When we say this, he should show an achievement by proper utilisation of resources.Suppose 100 units to be produced by 5 people in 8 hrs as per the understanding but production is taking 12 hrs to produce 100 units by 5 people. in such case it is the efficeincy of production dept. since they should identify the reasons for this to overcome. Just to share with you the reasons may be - inexperienced people, more learning curve, technology issue, process engineering issue, quality issue etc. this is how cross fuctional team performance comes into picture and if one function doesn't perform it afftects others performance.
Hope this satisfies your query. Please write/speak to me in case of any clarification / support required.
Thanks
Santosh
From India, Mumbai
3As i told you earlier also, first we should finalise on the kind of appraisal process to be implemented. Secondly, most of the parameters suggested by you are subjective and moreover used for self-development / during confirmation process / to understand the employee behaviour but cannot be the 100% weightage for PA. The KRA's should be in such a way that should be measured and tracked. please refer me Quality KRA attachment given to Ms.Vandana which is self explanatory.Every function will have different KRA's and common objectives for each individual can be selcted from the list mentioned by you. For e.g. If we take one of the KRA as productivity then it should be defined in Production dept. head's KRA properly. Like measurable can be productivity per person. When we say this, he should show an achievement by proper utilisation of resources.Suppose 100 units to be produced by 5 people in 8 hrs as per the understanding but production is taking 12 hrs to produce 100 units by 5 people. in such case it is the efficeincy of production dept. since they should identify the reasons for this to overcome. Just to share with you the reasons may be - inexperienced people, more learning curve, technology issue, process engineering issue, quality issue etc. this is how cross fuctional team performance comes into picture and if one function doesn't perform it afftects others performance.
Hope this satisfies your query. Please write/speak to me in case of any clarification / support required.
Thanks
Santosh
From India, Mumbai
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.
Format Meanings.txt
Kra format.doc
A-Role of labour contractors in global production networks -A-1 Imp..pdf