Hi,
I want to know how do we calculate how much % increase should be given to an employee based on his score during appraisals. Can any1 pls forward me KRA based and balance scorecard based appraisal format. Can some one explian balance scorecaed based appraisal system..
You can also forward data on puru3101@yahoo.co.in.
Regards,
Purva.
From India, Mumbai
2I want to know how do we calculate how much % increase should be given to an employee based on his score during appraisals. Can any1 pls forward me KRA based and balance scorecard based appraisal format. Can some one explian balance scorecaed based appraisal system..
You can also forward data on puru3101@yahoo.co.in.
Regards,
Purva.
From India, Mumbai
Hi
KRA based appraisals stands for objective assessment of performance whereby clearly defined objectives as well as performance indicators to assess the performance based on actual v/s target achievement
the crux lies in defining the objectives and assigning weightage for each of the objective and proper measures as KPI (key performance indicator). most of the quantifiable objectives will have easily obtainable KPIs and for competencies it will be realtively tough
BSC based apprisal is a highly complex scenario. Here the objectives are drilled down from the top management, cascading down to individual levels. Lest the organizational objectives are not set, the BSC approach will not have any interesting appeal or impact on the employee assessment.
I am not sure of the existing PMP managed by you. The change process you would like to bring in such as BSC based appraisal needs severity in top management committment. Hence it is highly recommended that, to bring in more objectivity in the performance assessment, the first step is to use KRA based or alternatively MBO based assessment
The attachment will be of use to you i presume
All the best
Regards
From India, Bangalore
KRA based appraisals stands for objective assessment of performance whereby clearly defined objectives as well as performance indicators to assess the performance based on actual v/s target achievement
the crux lies in defining the objectives and assigning weightage for each of the objective and proper measures as KPI (key performance indicator). most of the quantifiable objectives will have easily obtainable KPIs and for competencies it will be realtively tough
BSC based apprisal is a highly complex scenario. Here the objectives are drilled down from the top management, cascading down to individual levels. Lest the organizational objectives are not set, the BSC approach will not have any interesting appeal or impact on the employee assessment.
I am not sure of the existing PMP managed by you. The change process you would like to bring in such as BSC based appraisal needs severity in top management committment. Hence it is highly recommended that, to bring in more objectivity in the performance assessment, the first step is to use KRA based or alternatively MBO based assessment
The attachment will be of use to you i presume
All the best
Regards
From India, Bangalore
Hi All
I would like to add a little more on the BSC.
Unlike our normal approach of using financial yardstick for measuring organizational performance, the balanced scorecard suggests that we view the organization from four perspectives, and to develop metrics, collect data and analyze it relative to each of these perspectives.
The Learning and Growth Perspective
The Business Process Perspective
The Customer Perspective
The Financial Perspective
So basically every staff will have objectives/ KRAs cascaded from his/ her dept/ unit objectives which is percolated from the Organizations' objective under all the four perspectives mentioned above.
I some cases , for personnel handling partner functions/ roles may not have objectives / KRAs under the financial perspective.
This is a very effective & robust Peformance Management System.
Regards
Biju
I would like to add a little more on the BSC.
Unlike our normal approach of using financial yardstick for measuring organizational performance, the balanced scorecard suggests that we view the organization from four perspectives, and to develop metrics, collect data and analyze it relative to each of these perspectives.
The Learning and Growth Perspective
The Business Process Perspective
The Customer Perspective
The Financial Perspective
So basically every staff will have objectives/ KRAs cascaded from his/ her dept/ unit objectives which is percolated from the Organizations' objective under all the four perspectives mentioned above.
I some cases , for personnel handling partner functions/ roles may not have objectives / KRAs under the financial perspective.
This is a very effective & robust Peformance Management System.
Regards
Biju
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