Dinesh Divekar
Business Mentor, Consultant And Trainer
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India

Thread Started by #Md. Mahbub Rahman

I have to present my responsibilities through Powerpoint in KRA/KPI & Performance Appraisal meeting. How should I structure my Slide for KRA/KPI & Performance Appraisal meeting?
22nd January 2018 From Bangladesh, Dhaka
Dear Md. Mahbub Rahman,
You have raised query on how to design your responsibilities or KPI and KRA for your job. You wanted to give the presentation to your senior on this.
However, question arises as to why are you doing this? This is purely a job of your senior or HOD. If senior does not know what are the duties of junior or how to quantify his/her work, then it raises the question on his seniority. Is this not a case of tail wagging a dog?
At the beginning of the appraisal cycle, your senior is expected to sit with you and explain how your work will be measured. At the end of the appraisal cycle, you are expected to prove your performance. However, in your case what is happening is quite strange!
It appears that your seniors are yet to understand theory of Performance Management System (PMS). To improve this understanding, you may tell him to refer my reply to previous query. Click the following link to refer it:
https://www.citehr.com/520630-samle-...ml#post2359425
Thanks,
Dinesh Divekar
22nd January 2018 From India, Bangalore
I fully endorse our senior professional's views above. Many qualified MBA students are good in theories. Reality is never taught in B-schools, unfortunately. Unless, an organisation has a Vision / Mission , a revenue, capital and manpower budget, which get drilled down to departmental objectives which further percolates down to individual objectives, nobody can be assessed. Othewise, it will be like capturing an individual's appearance, talk , qualifications, in an hour-long interview. PMS is a different cup of tea. If, in your organisation, PMS does not exist, your presentation will be just another eye wash !! Unless your goals and parameters are set an year in advance, or at the beginning of the assessment cycle, even a quarterly review cannot take place. Your Performance is always measured against your goals, which would have been mutually agreed upon at the beginning !
Best wishes
25th January 2018 From India
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