There appears fundamental difference in opinion on why the Performance Review (PR) or Performance Appraisal (PA) is conducted.
PA is conducted to measure the quantum of work by the junior employee. To maintain the effectiveness of measurement, you need to design the KRAs specific to the employee's job and intimate well in advance. At the end of the quarter or half-year, employee supposed to prove the quantum of work done. His rating will be based on the score he/she gets in PA.
What is the role of psychological questions in measuring performance? Secondly, will the psychology change month after month? To remove your doubts on the concept of PMS, I recommend you going through my past replies to the similar posts:
a) Sample KRAs for English Language Trainer
b) Correction of KRAs for Head HR
c) KRAs for Purchase Department in Manufacturing Industry
d) (Correction comments on) Format of KPI
e) Performance Appraisal in Construction Industry
Essence of performance measurement lies in measuring what deserves to be measured. For this, you need to identify the direct and indirect costs associated with each department. Later you need to measure whether costs were lowered or maintained at certain level.
Sample KRAs: - I provided consulting services to establish PMS to one of the very prominent real estate developer of Pune. Confirm your e-mail ID and I shallll send the sample KPIs/KRAs of few departments. This will remove your doubt.
4th February 2015 From India, Bangalore