Dear All,
I am working in a tea manufacturing and an export company. I need to implement PMS for the upcoming appraisal.
I have preparied the KRA sheets with the KRA, employee and managers % rating.
What should be my next step. Request you to kindly help me in going forward.
Regards,
aparna
From India, Kolkata
1I am working in a tea manufacturing and an export company. I need to implement PMS for the upcoming appraisal.
I have preparied the KRA sheets with the KRA, employee and managers % rating.
What should be my next step. Request you to kindly help me in going forward.
Regards,
aparna
From India, Kolkata
Dear Aparna,
You have written that you are working in tea manufacturing company. But you have not written you are working as what. Hopefully you are from HR.
Your initiative is laudable. However, it appears that you do not have formal policy on Performance Management System (PMS) well in place. Had this policy been well in place, this query would not have come up.
Secondly, if you are from HR then designing KRAs is not your job per se. It is the job of HODs and GM/VP of the company. Going further, while designing the KRAs, have you studied the systems and process of each department? Have you identified the direct and indirect costs associated with department? Have you designed KRAs based on these costs?
Recently, I met Director of one of the prominent company that manufactures gents' inner ware. He told me that he had hired HR consultant to design the KRAs. However, when I asked him "inventory carrying cost" is whose KRA, he could not tell me anything. There were so many other costs that were left out from measurement. What is the use of doing this half job?
I provide my consulting services to establish comprehensive Performance Management System (PMS). I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:
<link outdated-removed>
https://www.citehr.com/500549-format...ml#post2165577
#post2152684
https://www.citehr.com/498440-how-ca...ml#post2160264
Old: -
https://www.citehr.com/490150-job-de...ml#post2140544
I request you to go through each of the above link. It will increase your understanding about PMS. Talk to your management and come back to me to hire my consulting services.
Thanks,
Dinesh Divekar
From India, Bangalore
You have written that you are working in tea manufacturing company. But you have not written you are working as what. Hopefully you are from HR.
Your initiative is laudable. However, it appears that you do not have formal policy on Performance Management System (PMS) well in place. Had this policy been well in place, this query would not have come up.
Secondly, if you are from HR then designing KRAs is not your job per se. It is the job of HODs and GM/VP of the company. Going further, while designing the KRAs, have you studied the systems and process of each department? Have you identified the direct and indirect costs associated with department? Have you designed KRAs based on these costs?
Recently, I met Director of one of the prominent company that manufactures gents' inner ware. He told me that he had hired HR consultant to design the KRAs. However, when I asked him "inventory carrying cost" is whose KRA, he could not tell me anything. There were so many other costs that were left out from measurement. What is the use of doing this half job?
I provide my consulting services to establish comprehensive Performance Management System (PMS). I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:
<link outdated-removed>
https://www.citehr.com/500549-format...ml#post2165577
#post2152684
https://www.citehr.com/498440-how-ca...ml#post2160264
Old: -
https://www.citehr.com/490150-job-de...ml#post2140544
I request you to go through each of the above link. It will increase your understanding about PMS. Talk to your management and come back to me to hire my consulting services.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you Dinesh.
I am currently working as DM HR . This will be the first time when the management would like to conduct the appraisals based on the KRAs and its rating.
I have completed the employee and managers rating , what should be my next step.
How should i set the % for the appraisals.
Dinesh: I would have definitely contacted you for your help but first I need to convince the management why PMS is necessary and fare for employee increment for which i need to run a dummy increment through PMS.
Regards,
Aparna
From India, Kolkata
I am currently working as DM HR . This will be the first time when the management would like to conduct the appraisals based on the KRAs and its rating.
I have completed the employee and managers rating , what should be my next step.
How should i set the % for the appraisals.
Dinesh: I would have definitely contacted you for your help but first I need to convince the management why PMS is necessary and fare for employee increment for which i need to run a dummy increment through PMS.
Regards,
Aparna
From India, Kolkata
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