Business Mentor, Consultant And Trainer
Hr Head With Pmi
SOUBHIK KUMAR GHOSH
Hr - Incharge
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
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
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
26th March 2012 From India, Mumbai
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
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
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