Hi,
Can anybody send me the performance appraisal parameters for Infrastructure Company.
Thanks & Regards,
Renuka I. Teli
DRN Infrastructure,
HR-Manager
#110,Nayak House,Dollers Colony,
Hubli- 580030 (karnatak).
Mob-9448291986.
Off Ph- 0836-2237705/06.
From India, undefined
Can anybody send me the performance appraisal parameters for Infrastructure Company.
Thanks & Regards,
Renuka I. Teli
DRN Infrastructure,
HR-Manager
#110,Nayak House,Dollers Colony,
Hubli- 580030 (karnatak).
Mob-9448291986.
Off Ph- 0836-2237705/06.
From India, undefined
Dear Renuka,
Infrastructure company or otherwise, the principles of performance management do not change. The queries on this topic are raised time and again. Earlier I have given comprehensive reply. You may refer the following link:
https://www.citehr.com/526357-kpi-kra.html
In addition to this, I have given one more clarification in my second reply to the similar query. The link is as below:
https://www.citehr.com/564180-enploy...-apprisal.html
Thanks,
Dinesh Divekar
From India, Bangalore
7879Infrastructure company or otherwise, the principles of performance management do not change. The queries on this topic are raised time and again. Earlier I have given comprehensive reply. You may refer the following link:
https://www.citehr.com/526357-kpi-kra.html
In addition to this, I have given one more clarification in my second reply to the similar query. The link is as below:
https://www.citehr.com/564180-enploy...-apprisal.html
Thanks,
Dinesh Divekar
From India, Bangalore
Hi!
In a good Performance Management System (PMS) the parameter for the evaluation of performance should be based on the actual content of the job and the desired outcomes mandated from the concerned employee for a specific performance period. Therefore, regardless of the industry or specific products/ services that a company produces, employees should be evaluated based on the work activities he was tasked to do. The ratings would still be the same, but "rating guides"may vary. I would like to assume that in a construction (infra) company, project engineers would be more comfortable about their ratings being based on "timeliness" and/ or "quality of performance" more than anything else.
Hence, there is need for the development of a rating guide to be able to appropriately assign rating scores for every critical work factor. An MBA type, where outputs are measured based on % of accomplishment vis-a-vis the quantity of work assigned, might be an easier work for HR.
If you need external help on this matter, let me know. My company can help you develop your company's PMS rating parameters ---- including the entire PMS system if needed.
Best regards.
From Philippines, Parañaque
In a good Performance Management System (PMS) the parameter for the evaluation of performance should be based on the actual content of the job and the desired outcomes mandated from the concerned employee for a specific performance period. Therefore, regardless of the industry or specific products/ services that a company produces, employees should be evaluated based on the work activities he was tasked to do. The ratings would still be the same, but "rating guides"may vary. I would like to assume that in a construction (infra) company, project engineers would be more comfortable about their ratings being based on "timeliness" and/ or "quality of performance" more than anything else.
Hence, there is need for the development of a rating guide to be able to appropriately assign rating scores for every critical work factor. An MBA type, where outputs are measured based on % of accomplishment vis-a-vis the quantity of work assigned, might be an easier work for HR.
If you need external help on this matter, let me know. My company can help you develop your company's PMS rating parameters ---- including the entire PMS system if needed.
Best regards.
From Philippines, Parañaque
Dear Renuka,
For junior staff , the KPI may be very quantitative, while for middle ,management a mix of quantitative & qualitative, & for senior management it may be more of qualitative & some of quantitative.
Remember to follow the SMART principle.
For any more assistance, please feel free to ask.
Thank you,
Malhari Joshi
From India, Kalyan
For junior staff , the KPI may be very quantitative, while for middle ,management a mix of quantitative & qualitative, & for senior management it may be more of qualitative & some of quantitative.
Remember to follow the SMART principle.
For any more assistance, please feel free to ask.
Thank you,
Malhari Joshi
From India, Kalyan
Dear Ms Malhari Joshi,
You have written that "the KPI may be very quantitative, while for middle ,management a mix of quantitative & qualitative, & for senior management it may be more of qualitative & some of quantitative."
Would you mind to provide me examples of qualitative KPIs? Performance of the senior management professionals has to be reflected on the balance sheet of the company. No investor shareholder will invest based on qualitative KPIs. Therefore, please elucidate your statement.
Thanks,
Dinesh Divekar
From India, Bangalore
You have written that "the KPI may be very quantitative, while for middle ,management a mix of quantitative & qualitative, & for senior management it may be more of qualitative & some of quantitative."
Would you mind to provide me examples of qualitative KPIs? Performance of the senior management professionals has to be reflected on the balance sheet of the company. No investor shareholder will invest based on qualitative KPIs. Therefore, please elucidate your statement.
Thanks,
Dinesh Divekar
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.
Performance Appraisal Form for Staff.doc