Procedure For Kra Based Appraisal System? - DOCX Download - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Soft Skill Trainer / Hr Consultant - India
+1 Other

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Dear Members,
I have to implement KRA based Appraisal system in my company.I have no ides to how to implement this.
This is my request to members please tell me process for this and send also forms' formats which are used in this process.
Please help me it is urgent.
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Dear Lokesh,
To start procedure for KRA based Appraisal system, you have to institute well-designed Performance Management System (PMS) in your company. To institute PMS, you have to hire professional consultant. PMS is major HR intervention and it is not a child's play. If mishandled, it may do more damage than good.
Anyway, I help companies on instituting PMS. Click here to read my past post.
Dinesh Divekar
Dear Member The attached reading material may be of some help; else as mentioned it requires "Deep Drinking" Any specific query may pl. float. Regards Shailesh Parikh Vadodara, Gujarat 99 98 97 10 65

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Dear All, I am facing problem at the time of preparation of Form-5 & 10. Can anybody make me understand about this? and also share if there is any format of the same.
Dear Members, I am facing problem at the time of preparation of Form-5 & 10. Can anybody make me understand about this? and also share if there is any format of the same. Regards, Arvind Tiwari
Mr. Lokesh Sharma,

You sound very urgent. Your one leg is in the car and one leg in the office and you want something to be done by us very urgently.

Please remember that these are not First Aid treatments which we can provide. These activities should be part of your company's HR Policy system. First and foremost, there should be a policy decision from your Management and all employees, including heads of departments should be taken into confidence about the implementation of such activities and found acceptance with them. Please remember many initiatives cannot be implemented by force or by not taking people into confidence. Such actions will lead to dismal failure on the part of HR Department.

Further, KRAs should have a basis i.e. based on your company's business portfolio, products, processes, customer service, and so on. We cannot provide these things blindly.

There are lot of articles and formats available. You can download and study them to understand the philosohy behind it.

Better to take the help of a HR Consultant and go about the process in an organised way. These things should have been thought of one year ago and implement it from this year onwards. You should have some objective set during the previous year. Only then you can talk about the Result Areas for the subsequent year, for the sake of assessment / performance review.

Best wishes
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