Hi Anita
Performance appraisal is different assessment of an individual is different
We select a person with communication ability good attitude etc
With these attributes in him, has he or she delivered?
That is what Performance appraisal is all about
At the time of PA if yu ask them to measure his attitude, how will they measure? and again how will you measure leadership, communication etc
And what is the use if a person score 23 out of 25 in these attributes and gets less than 25% in KRA
Focus on Performance appraisal Focus only on performance Behavioural attributes are not measured for performance.
These attributes need to measures and assessed properly through correct methodology for promotions I repeat for Promotions and not for upgradations.
Delink performance appraisal and rewards linking to performance appraisal which will include upgradation from Promotions which includes additional responsibilities
Siva
From India, Chennai
367Performance appraisal is different assessment of an individual is different
We select a person with communication ability good attitude etc
With these attributes in him, has he or she delivered?
That is what Performance appraisal is all about
At the time of PA if yu ask them to measure his attitude, how will they measure? and again how will you measure leadership, communication etc
And what is the use if a person score 23 out of 25 in these attributes and gets less than 25% in KRA
Focus on Performance appraisal Focus only on performance Behavioural attributes are not measured for performance.
These attributes need to measures and assessed properly through correct methodology for promotions I repeat for Promotions and not for upgradations.
Delink performance appraisal and rewards linking to performance appraisal which will include upgradation from Promotions which includes additional responsibilities
Siva
From India, Chennai
Hi friends,
I have been asked to prepare a Performance Appraisal for my organization ie it is an IT Firm and have a total staff strength of 70 employees. But before doing so I would like to prepare the KRA's for the employees majority of them are software developer, few are Testers and the remaining were trainee, can any one please guide me and let me know if I am on the right track.
eg Goals 75%
KRA 1 25%
2 25%
3 15%
4 15%
5 10%
6 10%
Behavior Attributes 15%
Initiative 25%
Communication 25%
Attitude 50%
Leadership 10%
Team Handling 100%
Regard
Anita
:?
From India, Mumbai
I have been asked to prepare a Performance Appraisal for my organization ie it is an IT Firm and have a total staff strength of 70 employees. But before doing so I would like to prepare the KRA's for the employees majority of them are software developer, few are Testers and the remaining were trainee, can any one please guide me and let me know if I am on the right track.
eg Goals 75%
KRA 1 25%
2 25%
3 15%
4 15%
5 10%
6 10%
Behavior Attributes 15%
Initiative 25%
Communication 25%
Attitude 50%
Leadership 10%
Team Handling 100%
Regard
Anita
:?
From India, Mumbai
Hi,
Before Designing the PMS system you first need to clear your mind:
Goals Should be- Realistic
To the point, brief, and unambiguous
Complete demonstration of the ability being rated
Not laced with jargon
Rating Scale:
Against established criteria- “Rating Scales”
Listed behaviors that would be expected to earn a given score
Benchmarks should be determined in advance based on what good and poor performers would do in the situation
Now how a rating scale must be made:
please see my attachment....
After this you need to define your Appraisal Cycle:
"i.e. teh time for appraisal usally it 1 yr or financial yr in most of the companies".
Once all this is ready:
it's time to move a head with PMS system....
1. Define the employees goals by their managers.
2. Keep the KRA% as 100 dividing into no. of goals but do not define KRA1 25%, KRA2 50%...as it may keep two imp KRA a diff rating scale.
3. By the end of appraisal cycle, ask the employees to define what ever they have done in thier KRA....usually by a PMS form.
4. Ask the Manager to Rate...
5. Once the rating come, compare the Rating on one hand & feedback for employees on other.
6. with rating you can see how much to increase the % Salary.
7. With feedback give it to employees so taht they now the loopholes and correct it accordingly..
DO let me know if this is useful to you......
From India, Pune
Before Designing the PMS system you first need to clear your mind:
Goals Should be- Realistic
To the point, brief, and unambiguous
Complete demonstration of the ability being rated
Not laced with jargon
Rating Scale:
Against established criteria- “Rating Scales”
Listed behaviors that would be expected to earn a given score
Benchmarks should be determined in advance based on what good and poor performers would do in the situation
Now how a rating scale must be made:
please see my attachment....
After this you need to define your Appraisal Cycle:
"i.e. teh time for appraisal usally it 1 yr or financial yr in most of the companies".
Once all this is ready:
it's time to move a head with PMS system....
1. Define the employees goals by their managers.
2. Keep the KRA% as 100 dividing into no. of goals but do not define KRA1 25%, KRA2 50%...as it may keep two imp KRA a diff rating scale.
3. By the end of appraisal cycle, ask the employees to define what ever they have done in thier KRA....usually by a PMS form.
4. Ask the Manager to Rate...
5. Once the rating come, compare the Rating on one hand & feedback for employees on other.
6. with rating you can see how much to increase the % Salary.
7. With feedback give it to employees so taht they now the loopholes and correct it accordingly..
DO let me know if this is useful to you......
From India, Pune
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Kra format.doc
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip
Kra-kpi_report_ 628.xls