Dinesh Divekar
Business Mentor, Consultant And Trainer
Hr Head With Pmi
Hr - Incharge
Calcutta University
Productivity Improvement,recruitment
+1 Other

Thread Started by #PANJIT

Resp. Seniors
We are 3 year old auto ancilliary operating from NCR.
From the forthcoming assesment year we are planning to do PMS in structured manner.
We have imparted general awareness on KRA based PMS.
Can anyone help me in designing/drafting KRA for the key positions like Head Production,Head Materials/Purchase,Head QA,Head HR,Head Maintenance.
Please help me.
24th March 2012 From India, Pondicherry
hope it helpssss......................................
25th March 2012 From India, Calcutta

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Dear Panjit,

Good to note that you have planned implementation of PMS in structured manner.

When it comes to designing KRAs for the designations that you have mentioned, these designations holders should be able to design their own KRAs. If you have implemented general awareness training on KRA based PMS then why they are not able to design their own KRAs?

The surprising thing is that the designation holders are Heads of Departments. Therefore, they are all senior persons. Even then also they can't design their own KRAs is incomprehensible.

I conduct the training on PMS. In this 2-day training, I ensure that the participants design their own KRAs and give a small presentation. Discussion goes on on KRAs by other participant and then I also give my comments whether KRAs were SMART on not, whether participant took soft approach leaving aside brass tacks of his/her job.

Just two weeks ago I have conducted training on PMS for one air cargo company. The participants were all HODs. Even after practice exercise on Day-1, they had committed some mistakes in designing KRAs for them.

In my training, I also gave draft of the "Policy on PMS". With little changes, the policy can be implemented right away.

If you wish, you can take my help. I will help you in implementation of PMS. However, my services are paid one. You may approach your authorities concerned, obtain approval and get ready to roll out PMS from 01-04-2012 in right earnest.

To make you aware of my training activities, I have attached my Training e-Brochure to this post. If you find any problems in downloading then you may click here to download it.


Dinesh V Divekar

Beware of false knowledge; it is more dangerous than ignorance.
25th March 2012 From India, Bangalore

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Dear All,
Need your views on how Annual performance review and performance incentive bonus both are different, please help me,i am confused, how do i communicate this to employee in general way, KRA or Parameters will be same for both or different
26th March 2012 From India, Mumbai
Peformance review is the analysis of the performance of every appraisee , first by his/her appraiser , then by an arbitrator which we call REVIEWER in PMS. Annual Performance Review is the entire analysis of the performance of employee for the 4 quarters. Review helps in assessing the growth or current perfrmance status of the employee/appraisee in the organisation.Performance review gives every employee a brief report regarding their progress in the company. Review is often communicated to the appraisee by his/her appraiser in a one to one interactive session, which acts as a follow up after the review, so that the appraisee might know where he is lagging. what are the loopholes in his activity, what are the areas he shud concentrate more in the next quarter etc..Some times it is done in form of meeting with the head of the department and a group of 10 employees in a conference room. But one-one interaction is much viable and effective.

Performance Bonus is the incentive given to good performers on acheivement of proposed targets which were set earlier in their Performance plan.

As the appraisee has acheived his/her target and showed his/her productiveness towards the employer, the employer gives a certain amount of incentive as bonus , to show respect / gratitude towards the performance of the individual , and which motivates the appraisee to perform better in the next quarter/year and hence acts as a stimulation for the employee to grow in the company.
26th March 2012 From India, Calcutta
Thanks alot, as per my view .....based on the annual review performance, company decides some % or amount of salary hike for all employees, which we get each year, again company implement one policy where your extra effort will be noticed and based on company performance and individual u will get some amount of bonus, some company include this as variable or non-variable or part of CTC
26th March 2012 From India, Mumbai
I have been supporting auto ancilliary companies for designing policies and performance measurement system. Do let me know if you need support in any specific area. Mail me at chetan(dot)bhojani (at) gmail (dot)com.
27th March 2012 From India, Jaipur
Hi Chetan,
can you please help me, what are the minimum and maximum % salary increment slab for employee after performance review,
in my company, after confirmation, based on performance of 6 months, we do increase some salary hike, but now we need to standardize it, can u plz help me how and how much.
28th March 2012 From India, Mumbai
Dear All,
can you please suggest, do we need to revise salary after confirmation i.e. completion of 6 months, if yes then what will be the standard % , please its urgent
Rating based on parameters : Max - 32 30 to 32 26 to 30 20 to 25 Min-20
Confirmation = 20+
29th March 2012 From India, Mumbai
ya it shud be followed, but the hike u given is of much wide band..compress it by 5-8%.odd
Companies usually give 12- 22%, this is of manufacturing sectors am citing facts...wont name the companies , but usually they give around 20-22%..like MT before confirmation in the scale of 15675/-, after cofirmation 19200 sumthing...suggestion wise make the band between 10-25%
29th March 2012 From India, Calcutta
this may not be true in all cases
" Performance bonus is always variable pay , its not fixed"
real life example of a good practise in force:
nil variable pay in salary
performance levels defined.
at the end of the appraisal cycle, if perfomance falls below 85%, fire a person.
5th April 2012 From India, Delhi
Hi All I need to do an KRA for the new joiners and desigations below Team Leaders, is there any questionnaire to fill up, would be helpful if somebody could provide me the same
11th June 2012 From India, Madras
Dear Members and Respected Seniors I need to learn how to frame KRAs for an HR executives
16th September 2013 From India, Kolkata
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