Business Mentor, Consultant And Trainer
Senior Executive, Hr & Admin
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
25th July 2016 From India, Bangalore
26th July 2016 From Bangladesh, Dhaka
Greetings for the day !!!
As an HR, i wanted to know that how can the performance of employees working in a hospital (50-Bedded NABH & NABL Accredited Hospital) be evaluated ? What format/parameters i should use to evaluate their yearly performance.
30th November 2016 From India, Delhi
Most of the challenges that you have mentioned arise in traditional Performance Appraisal (PA). Now you need to move to Performance Management System (PMS), details of which I have given in the previous post. You may hire my consulting services and I will eliminate your all the challenges.
For Swati: - Same thing applicable to you also. Setting performance standards requires lot of expertise. If it were to be that easy, you or your superiors would have done by now. However, this is not the case.
30th November 2016 From India, Bangalore
Effective way to redesign the process will be to make it a continuous process.
You can refer to the blog article here : 10 Ways for Continuous Performance Evaluation and Feedback - GroSum Blog
Also, you can ask them to define limited and top priority goals for every employee. This will increase focus on the objectives that matter rather than the one that are not necessary.
Make regular feedback compulsary.
30th November 2016 From India, Howrah
#AnonymousCan Any one guide me on how to go about in performance appraisal. i want to prepare a consolidated report on individuals performance appraisal.
2nd August 2017 From India, Mumbai