Hi Everyone,
Can you please tell me which performance appraisal method could be good for the Automobile Industry and how we can frame Key Result Areas (KRAs) for the employees? If I'm interested in following Management by Objectives (MBO), what needs to be done for the performance appraisal process?
Thanks & Regards,
Sampath Kumar S
HR Generalist
From India, Chennai
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6Can you please tell me which performance appraisal method could be good for the Automobile Industry and how we can frame Key Result Areas (KRAs) for the employees? If I'm interested in following Management by Objectives (MBO), what needs to be done for the performance appraisal process?
Thanks & Regards,
Sampath Kumar S
HR Generalist
From India, Chennai
Acknowledge(0)Amend(0)
Integrating Quality Management Systems into PMS
Manufacturing companies have quality management systems in place that need to be integrated into the Performance Management System (PMS). To establish Key Result Areas (KRA), you should obtain the job profile and expectations from senior management, and then finalize the KRA with agreement from both management and employees. A good sample format can be found at http://hmc.edu for reference, where additional rows may need to be added.
Articulating Goals and Expectations
Goals and expectations for roles must be articulated thoughtfully and can be tailored to individuals. A robust PMS should be detailed and comprehensive, accurately reflecting the requirements of job roles and organizational expectations.
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Manufacturing companies have quality management systems in place that need to be integrated into the Performance Management System (PMS). To establish Key Result Areas (KRA), you should obtain the job profile and expectations from senior management, and then finalize the KRA with agreement from both management and employees. A good sample format can be found at http://hmc.edu for reference, where additional rows may need to be added.
Articulating Goals and Expectations
Goals and expectations for roles must be articulated thoughtfully and can be tailored to individuals. A robust PMS should be detailed and comprehensive, accurately reflecting the requirements of job roles and organizational expectations.
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