Hi Senior Members,
This is my first post/discussion on this forum, so please correct me if i am wrong anywhere.
I have recently joined a ITES company. we are about to start the appraisals for this year. its a three year old company and a formal appraisal system was introduces only last year. The system is based on 180 degree appraisal technique using a five point rating scale. The KRA's were also distributed to employee for the next review period (which is going to happen now).
My concern is that all the KRA distributed were not associated with the job, but were only based on employers expectations from the employees e.g. adaptability, willingness to learn etc. All these are not based on the function or the job they are into. I have been given the authority to make changes in the system if i wish. And i would like it to be more objective than subjective.
As the kRAs were not set earlier, i thought we should set a few for every department, out of which a few can be selected for each employee during the review discussions and their performance should be evaluate further based on these KRAs in addition to the behavioral attributes.
Please guide me, is this the right way of doing it? Is there anything else id should be doing? Any suggestions to make it better..
Regards,
Meeta
From India, Kochi
3This is my first post/discussion on this forum, so please correct me if i am wrong anywhere.
I have recently joined a ITES company. we are about to start the appraisals for this year. its a three year old company and a formal appraisal system was introduces only last year. The system is based on 180 degree appraisal technique using a five point rating scale. The KRA's were also distributed to employee for the next review period (which is going to happen now).
My concern is that all the KRA distributed were not associated with the job, but were only based on employers expectations from the employees e.g. adaptability, willingness to learn etc. All these are not based on the function or the job they are into. I have been given the authority to make changes in the system if i wish. And i would like it to be more objective than subjective.
As the kRAs were not set earlier, i thought we should set a few for every department, out of which a few can be selected for each employee during the review discussions and their performance should be evaluate further based on these KRAs in addition to the behavioral attributes.
Please guide me, is this the right way of doing it? Is there anything else id should be doing? Any suggestions to make it better..
Regards,
Meeta
From India, Kochi
KRA based performance review with additional inputs on behavioral aspects is good to follow
However care should be given to associate KRA to jobs. If you wanted to make complete set of KRAs, job wise, probably hire a consultant or look at it KPI Library kind of sites
From India, Bangalore
However care should be given to associate KRA to jobs. If you wanted to make complete set of KRAs, job wise, probably hire a consultant or look at it KPI Library kind of sites
From India, Bangalore
Some of the task are crucial but not frequent. Can such task or such job aspects be considered for framing KRA?
From India, Kochi
From India, Kochi
Certainly. You could even classify the KRAs conveniently and then apply the weightage logic, job role wise
Example is here
Sales Manager
------------------------
Functional KRAs : 45%
Organisational KRAs : 20%
Behavioral Attributes : 35%
From India, Bangalore
Example is here
Sales Manager
------------------------
Functional KRAs : 45%
Organisational KRAs : 20%
Behavioral Attributes : 35%
From India, Bangalore
dear senior members,
i am the regional manager for my organization where no standard has been implemented for reviewing employee performance and there are no certain appraisal system till now. for this year appraisal i like to implement self appraisal system and KRA etc.. into my organization which i don't have much idea for that.
could you please help me to take forward my intensions??
thanks in advance..
regards,
selvakumar.n
From India, Chennai
i am the regional manager for my organization where no standard has been implemented for reviewing employee performance and there are no certain appraisal system till now. for this year appraisal i like to implement self appraisal system and KRA etc.. into my organization which i don't have much idea for that.
could you please help me to take forward my intensions??
thanks in advance..
regards,
selvakumar.n
From India, Chennai
Dear Mita,
Sharing the information on the PMS process prevailing at my organisation.
1.An employee ideally should have KRAs covering Financial Results, Customer Results, Process Improvements, New Initiatives and People & Organisational Development. Employees who have 2 or more direct reportees, People & Organisational Development should cover team work and self-development initiatives. It must be qualified and then quantified.
2.The Appraisee has to list these KRAs along with their weightages. The weightages need to be agreed upon between the appraisee and the appraiser. The sum of the weightages of all KRAs put together should be equal to 100%.
3.The Appraisee’s achievement on each KRA has to be measured as per the weightage on a 100 score scale.
Personal Development Plan of employees could be added in the PMS process based on the competencies( which could be specified as per the organisation/role - Functional & Behavioral) which inturn will be the input for your TNI and L&D programs. Hope this information will help you.
Regards
Santhoshi
From India, Bangalore
Sharing the information on the PMS process prevailing at my organisation.
1.An employee ideally should have KRAs covering Financial Results, Customer Results, Process Improvements, New Initiatives and People & Organisational Development. Employees who have 2 or more direct reportees, People & Organisational Development should cover team work and self-development initiatives. It must be qualified and then quantified.
2.The Appraisee has to list these KRAs along with their weightages. The weightages need to be agreed upon between the appraisee and the appraiser. The sum of the weightages of all KRAs put together should be equal to 100%.
3.The Appraisee’s achievement on each KRA has to be measured as per the weightage on a 100 score scale.
Personal Development Plan of employees could be added in the PMS process based on the competencies( which could be specified as per the organisation/role - Functional & Behavioral) which inturn will be the input for your TNI and L&D programs. Hope this information will help you.
Regards
Santhoshi
From India, Bangalore
dear Mr.Vinod,
thanks for the response.
this is service oriented sector which is wind business. i have joined in 2009 as a 8th employee of the organization which was only few lacs turnover based company. but now we almost 20 times of more turnover company and we are interested to honour the employees in a very professional way. at the meantime management decided to go with systematic way.
in continuation of the idea like to implement such as self appraisal system etc..
hence kindly advice and help. many thanks.
From India, Chennai
thanks for the response.
this is service oriented sector which is wind business. i have joined in 2009 as a 8th employee of the organization which was only few lacs turnover based company. but now we almost 20 times of more turnover company and we are interested to honour the employees in a very professional way. at the meantime management decided to go with systematic way.
in continuation of the idea like to implement such as self appraisal system etc..
hence kindly advice and help. many thanks.
From India, Chennai
Thats Great Mr. Selvakumar,
Congratulations..., to be a part of such a dynamic Company. Honouring the greatest asset of any Company i.e. Human Resource or their employee is very professional and the need of this hour.
Selvakumar..., there are two aspects while appraising any employee.
First one is the behavioural part. It is very subjective and verifies against the competencies required for doing a job or for particular position in the organisation. This is done through various appraisal systems, e.g. 360 Degree Appraisal System.
And the second one is the performance part, which purely deals with numbers and figures. These are measured with various employee performance management systems, e.g. Key Performance Indicators.
You may choose to implement any one of these first and then the other one (my first choice would be 360 Degree Appraisal).
Thanks with warm regards,
Vinod
----------------------------------------------
Inspired Global Indian <link updated to site home> ( Search On Cite | Search On Google )
From India, Bangalore
Congratulations..., to be a part of such a dynamic Company. Honouring the greatest asset of any Company i.e. Human Resource or their employee is very professional and the need of this hour.
Selvakumar..., there are two aspects while appraising any employee.
First one is the behavioural part. It is very subjective and verifies against the competencies required for doing a job or for particular position in the organisation. This is done through various appraisal systems, e.g. 360 Degree Appraisal System.
And the second one is the performance part, which purely deals with numbers and figures. These are measured with various employee performance management systems, e.g. Key Performance Indicators.
You may choose to implement any one of these first and then the other one (my first choice would be 360 Degree Appraisal).
Thanks with warm regards,
Vinod
----------------------------------------------
Inspired Global Indian <link updated to site home> ( Search On Cite | Search On Google )
From India, Bangalore
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