Partner - Risk Management
Soft Skill Trainer / Hr Consultant - India
B K BHATIA
Director Of Company
Hr - Sar Group Of Industries
Please identify competencies according to levels and functions by speaking to star performers in the company and getting the same validated by the departmental heads.You can also refer the link below for the detailed procedure and the sample list of competencies.
Then assign weightage to each competency and KRA's. you can assign 60% weightage to KRA's and 40% weightage to Competencies or it can be also 70% and 30%.
KRA's should not be more then 5 for any particular position.Based on the scores of performance appraisal the increments should be given.
Hope this helps.
21st December 2013 From India, Mumbai
23rd December 2013 From India, Mumbai
Please remember, all the HR theories on Performance Management System cannot be applied in totality. As our friends have mentioned, one has to know the background profile, business employees knowledge, skill levels, composition of your hierarchy and so on. One need to study, discuss with your top management and then a suitable process should be evolved. 360 degree method is not applied even in companies like Infosys or Wipro. An employee requires lot of mental ability to accept criticism from customers, clients, vendors and so on.
I would suggest that you can write a private message to me and we can discuss these matters. Believe me, I have over 20 years of experience in HR domain alone and can give you some good options. You can check out my profile and services in cyberspace....
25th December 2013 From India
25th December 2013 From India, Delhi