Annual Performance Review Implementation
Respected sirs, this question is about the annual performance review. This system was not followed by operators for the past 20 years. Now, the management wants to implement this system. How should we go about this, and what are the pros and cons of this implementation?
From India, Bangalore
Acknowledge(0)
Amend(0)
2Respected sirs, this question is about the annual performance review. This system was not followed by operators for the past 20 years. Now, the management wants to implement this system. How should we go about this, and what are the pros and cons of this implementation?
From India, Bangalore
Acknowledge(0)Amend(0)
Introduction to the Annual Performance Review for Operators
To introduce the Annual Performance Review for the operators, we need to know: is it going to be a confidential process, a partly open process, or a fully open process? The approach and the pros/cons will largely depend on the process you choose. Therefore, clarify that and provide basic data like the numerical strength, grade-wise distribution, and the linkage of the review for purposes such as promotion, increment, transfer, and career growth.
From India, Mumbai
Acknowledge(0)Amend(0)
To introduce the Annual Performance Review for the operators, we need to know: is it going to be a confidential process, a partly open process, or a fully open process? The approach and the pros/cons will largely depend on the process you choose. Therefore, clarify that and provide basic data like the numerical strength, grade-wise distribution, and the linkage of the review for purposes such as promotion, increment, transfer, and career growth.
From India, Mumbai
Acknowledge(0)Amend(0)
As it is an old organization, and if there is a union, it is essential to have a clear understanding with the union about the purpose. If there is no union, it is still essential to communicate with the employees as a group.
Performance Management System at the Operator Level
For the Performance Management System (PMS) at the operator level, Key Result Areas (KRA) and Key Performance Indicators (KPI) are probably common for all. A few examples may include late arrivals/early departures, status of leaves taken - frequency/organization, productivity norms and individual achievements, behavior and attitude, adherence to safety norms, rejection percentage (quality consciousness), etc.
Before implementation, the objectives should be clear to the management team, and the same must be properly communicated to the operators. Based on the current organizational culture, the management has to make a decision before implementation.
S K Bandyopadhyay (WB, Howrah)
From India, New Delhi
Acknowledge(0)Amend(0)
Performance Management System at the Operator Level
For the Performance Management System (PMS) at the operator level, Key Result Areas (KRA) and Key Performance Indicators (KPI) are probably common for all. A few examples may include late arrivals/early departures, status of leaves taken - frequency/organization, productivity norms and individual achievements, behavior and attitude, adherence to safety norms, rejection percentage (quality consciousness), etc.
Before implementation, the objectives should be clear to the management team, and the same must be properly communicated to the operators. Based on the current organizational culture, the management has to make a decision before implementation.
S K Bandyopadhyay (WB, Howrah)
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance Review Form - KDCL for year 2010.xls
Performance Review 2008(employee Section).ppt
Performance Review Materials.doc