I'm presently working for a logistic company. Designing the appraisal system for approximately 70-80 employees and JD at all levels junior to middle level which includes... the customer care unit, accounts , marketing , sales. There is no hr in the company yet .....looking forward to implement hr function.
From India, Delhi
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From India, Delhi
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First attempt should be on formulating the JD's with the consultation of respective Managers and parallely recheck the same with the management to know the expectations on the individual profile.
Secondly - Once the JD is over, and the same has been approved by the management, you can go-ahead with Identifying their KRA's (Key responsibility Areas)
Thirdly - Link those KRA's to KPI (Key performance index)
Fourth : Ensure that the respective KRA's are made aware to the respective employees.
Fifth : Then, based on the your current policy, you can plan out for the review of the same (Biannually / annually)
Since you are applying for the first time, its better to check out every quarterly at the starting, and then the same can be reviewed periodically.
Isha, ensure that without the proper job description, i suggest you not to go-ahead with the Performance Management. Since this is a very sensitive issue. there are lot of chances that if proper care has been not taken to review the process at the implementation stage - it would demotivate your employees very badly.
From India, Bangalore
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17Secondly - Once the JD is over, and the same has been approved by the management, you can go-ahead with Identifying their KRA's (Key responsibility Areas)
Thirdly - Link those KRA's to KPI (Key performance index)
Fourth : Ensure that the respective KRA's are made aware to the respective employees.
Fifth : Then, based on the your current policy, you can plan out for the review of the same (Biannually / annually)
Since you are applying for the first time, its better to check out every quarterly at the starting, and then the same can be reviewed periodically.
Isha, ensure that without the proper job description, i suggest you not to go-ahead with the Performance Management. Since this is a very sensitive issue. there are lot of chances that if proper care has been not taken to review the process at the implementation stage - it would demotivate your employees very badly.
From India, Bangalore
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JD should keep the following points in mind:
- Job Title
- Summary of the job entails, Position Description/ Purpose of Position
- Define the terms of the contract: Full-time, Part-time, or Casual
- Key Responsibilities: list out at least 8 of them
- Essential criteria for the job (qualification, work experience)
- Review and ensure it is most appropriate for the positions the JDs are drawn for. (Keep in mind the KRAs and KRIs and also list responsibilities in terms of Critical to Quality parameters)
I hope this will help you when you are designing the PMS.
From India, Bangalore
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- Job Title
- Summary of the job entails, Position Description/ Purpose of Position
- Define the terms of the contract: Full-time, Part-time, or Casual
- Key Responsibilities: list out at least 8 of them
- Essential criteria for the job (qualification, work experience)
- Review and ensure it is most appropriate for the positions the JDs are drawn for. (Keep in mind the KRAs and KRIs and also list responsibilities in terms of Critical to Quality parameters)
I hope this will help you when you are designing the PMS.
From India, Bangalore
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