1. Ensuring fairness and transparency in performance reviews
How do you ensure fairness and transparency in performance reviews while complying with legal requirements?
2. Effective tools and techniques for skills audits and workforce planning
What are the most effective tools and techniques for conducting skills audits and workforce planning in a mid-sized organization?
3. Measuring the effectiveness of training programs
How do you measure the effectiveness of training programs and ensure they meet organizational needs?
From Australia, Melbourne
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How do you ensure fairness and transparency in performance reviews while complying with legal requirements?
2. Effective tools and techniques for skills audits and workforce planning
What are the most effective tools and techniques for conducting skills audits and workforce planning in a mid-sized organization?
3. Measuring the effectiveness of training programs
How do you measure the effectiveness of training programs and ensure they meet organizational needs?
From Australia, Melbourne
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Dear member,
Ensuring fairness and transparency in performance reviews
The question-wise replies are as follows:
1. How do you ensure fairness and transparency in performance reviews while complying with legal requirements?
Reply: To bring fairness and transparency, the organization can do the following:
a) Train the managers and above on how to design KRAs. Each KRA must meet the SMART principle.
b) Define the standard performance cycle. The managers need to define the KRAs at the beginning of the performance cycle and communicate with the juniors.
c) The focus of measurement should be on measuring the costs and ratios associated with each department.
d) In the last week of the performance cycle, the Performance Appraisal (PA) is to be conducted. During the PA session or even before, the juniors need to submit KRA-wise records of the performance rendered. The manager validates the records and awards the marks for each KRA. As the marks are awarded based on evidence, it helps in bringing transparency and fairness to the procedure.
e) In the PA session, the managers advise the juniors where improvement is necessary, design a fresh KRA sheet for the subsequent performance cycle, and the session closes. The PA records are forwarded to the HR Department for compilation of the records as per the department.
Conducting skills audits and workforce planning
2. What are the most effective tools and techniques for conducting skills audits and workforce planning in a mid-sized organization?
Reply: This is a vague question. To conduct the skills audit, the help of an external consultant could be required. Workforce planning is based on customer demand, seasonality of the demand, capacities available, quality standards for the products or services, breakdown history of the machines used, availability of the spares, the skill levels of the workers, etc.
Measuring the effectiveness of training programs
3. How do you measure the effectiveness of training programs and ensure they meet organizational needs?
Reply: I have answered this query many times. Employee training is conducted for the following reasons:
a) To reduce some cost
b) To reduce the consumption of resources
c) To reduce the turnaround time of some processes and
d) To increase or decrease some ratio
Who will be trained, when they will be trained, where they will be trained, why they will be trained, and when, who, and how the training effectiveness will be measured is to be decided well before the execution of the training program. Earlier, I have given an exhaustive reply on employee training. Click the following link to refer to it:
https://www.citehr.com/showpost.php?...67&postcount=2
Examples of conducting result-oriented training
The examples of conducting result-oriented training are as below:
e) This training program on "Effective Customer Service" is conducted to increase the Customer Satisfaction Index (CSI) from _____ to _____ by _____ (date).
f) The training program on Inventory Management is conducted to reduce the Inventory Carrying Cost (ICC) from _____ to _____ by _____ (date).
Your query has a comprehensive reply. I have tried giving replies to each question. Your query is far more than routine questions asked on the general forum. For further queries, feel free to approach me.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
8072Ensuring fairness and transparency in performance reviews
The question-wise replies are as follows:
1. How do you ensure fairness and transparency in performance reviews while complying with legal requirements?
Reply: To bring fairness and transparency, the organization can do the following:
a) Train the managers and above on how to design KRAs. Each KRA must meet the SMART principle.
b) Define the standard performance cycle. The managers need to define the KRAs at the beginning of the performance cycle and communicate with the juniors.
c) The focus of measurement should be on measuring the costs and ratios associated with each department.
d) In the last week of the performance cycle, the Performance Appraisal (PA) is to be conducted. During the PA session or even before, the juniors need to submit KRA-wise records of the performance rendered. The manager validates the records and awards the marks for each KRA. As the marks are awarded based on evidence, it helps in bringing transparency and fairness to the procedure.
e) In the PA session, the managers advise the juniors where improvement is necessary, design a fresh KRA sheet for the subsequent performance cycle, and the session closes. The PA records are forwarded to the HR Department for compilation of the records as per the department.
Conducting skills audits and workforce planning
2. What are the most effective tools and techniques for conducting skills audits and workforce planning in a mid-sized organization?
Reply: This is a vague question. To conduct the skills audit, the help of an external consultant could be required. Workforce planning is based on customer demand, seasonality of the demand, capacities available, quality standards for the products or services, breakdown history of the machines used, availability of the spares, the skill levels of the workers, etc.
Measuring the effectiveness of training programs
3. How do you measure the effectiveness of training programs and ensure they meet organizational needs?
Reply: I have answered this query many times. Employee training is conducted for the following reasons:
a) To reduce some cost
b) To reduce the consumption of resources
c) To reduce the turnaround time of some processes and
d) To increase or decrease some ratio
Who will be trained, when they will be trained, where they will be trained, why they will be trained, and when, who, and how the training effectiveness will be measured is to be decided well before the execution of the training program. Earlier, I have given an exhaustive reply on employee training. Click the following link to refer to it:
https://www.citehr.com/showpost.php?...67&postcount=2
Examples of conducting result-oriented training
The examples of conducting result-oriented training are as below:
e) This training program on "Effective Customer Service" is conducted to increase the Customer Satisfaction Index (CSI) from _____ to _____ by _____ (date).
f) The training program on Inventory Management is conducted to reduce the Inventory Carrying Cost (ICC) from _____ to _____ by _____ (date).
Your query has a comprehensive reply. I have tried giving replies to each question. Your query is far more than routine questions asked on the general forum. For further queries, feel free to approach me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Training on effective Performance Management.pdf
Performance Development Management.ppt
Using Bi-directional Performance Management.doc