I have to present my responsibilities through Powerpoint in KRA/KPI & Performance Appraisal meeting. How should I structure my Slide for KRA/KPI & Performance Appraisal meeting?
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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Dear Md. Mahbub Rahman, you have raised a query on how to design your responsibilities, KPI, and KRA for your job. You wanted to give a presentation to your senior on this. However, the question arises as to why you are doing this. This is purely the job of your senior or HOD. If the senior does not know what the duties of the junior are or how to quantify his/her work, then it raises the question of his seniority. Is this not a case of the tail wagging the dog?
At the beginning of the appraisal cycle, your senior is expected to sit with you and explain how your work will be measured. At the end of the appraisal cycle, you are expected to prove your performance. However, in your case, what is happening is quite strange! It appears that your seniors are yet to understand the theory of the Performance Management System (PMS). To improve this understanding, you may ask him to refer to my reply to the previous query. Click the following link to refer to it: https://www.citehr.com/520630-samle-...ml#post2359425
Thanks,
Dinesh Divekar
From India, Bangalore
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8047At the beginning of the appraisal cycle, your senior is expected to sit with you and explain how your work will be measured. At the end of the appraisal cycle, you are expected to prove your performance. However, in your case, what is happening is quite strange! It appears that your seniors are yet to understand the theory of the Performance Management System (PMS). To improve this understanding, you may ask him to refer to my reply to the previous query. Click the following link to refer to it: https://www.citehr.com/520630-samle-...ml#post2359425
Thanks,
Dinesh Divekar
From India, Bangalore
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I fully endorse our senior professional's views above. Many qualified MBA students excel in theories, but reality is unfortunately never taught in B-schools. Unless an organization has a vision/mission, along with a revenue, capital, and manpower budget that is drilled down to departmental objectives and further percolates down to individual objectives, nobody can be assessed effectively. Otherwise, it will be like capturing an individual's appearance, talk, and qualifications in an hour-long interview.
PMS: A Different Cup of Tea
If in your organization PMS does not exist, your presentation will be just another eyewash! Unless your goals and parameters are set a year in advance or at the beginning of the assessment cycle, even a quarterly review cannot take place. Your performance is always measured against your goals, which should have been mutually agreed upon at the beginning!
Best wishes.
From India, Bengaluru
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PMS: A Different Cup of Tea
If in your organization PMS does not exist, your presentation will be just another eyewash! Unless your goals and parameters are set a year in advance or at the beginning of the assessment cycle, even a quarterly review cannot take place. Your performance is always measured against your goals, which should have been mutually agreed upon at the beginning!
Best wishes.
From India, Bengaluru
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Performance Appraisal Form for Staff.doc