Hi, I am Ann, from an IT background, but this new project I am in has HR as the base. I need to measure employee performance. In IT, what we see is what we get, but can I get some help on how a non-material thing like performance can be measured? I have sufficient material and knowledge on dashboards, scorecards, and metrics, but I can't understand how all that can be implemented practically. Please help me out. Thanks.
From India, Ahmadabad
Acknowledge(0)
Amend(0)
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi Arun,
1) Create Key Result Areas (KRAs) for the individuals through their managers.
2) Give weightage to each KRA.
3) Communicate the KRAs to the employees.
4) Assess the individual on the KRAs and the accomplishment of KRAs.
By doing this, you have quantified your expectations and communicated them to the employees.
Regards,
Sathiya
From India, Madras
Acknowledge(0)Amend(0)
21) Create Key Result Areas (KRAs) for the individuals through their managers.
2) Give weightage to each KRA.
3) Communicate the KRAs to the employees.
4) Assess the individual on the KRAs and the accomplishment of KRAs.
By doing this, you have quantified your expectations and communicated them to the employees.
Regards,
Sathiya
From India, Madras
Acknowledge(0)Amend(0)
Thank you for your input. I will try to implement the way you have informed me. I appreciate the fast reply as I was in urgent need of understanding. Still, sir, can you further clarify what the KPIs could be like? Thank you and regards.
From India, Ahmadabad
Acknowledge(0)Amend(0)
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi,
I am working on a performance matrix for technical trainers whose profile is 80% training and 20% non-training, such as project development, etc. What factors do I need to consider if I have to develop a performance measure for them?
Note - Training directly supports the business where participants are to be placed/outsourced post-training. Therefore, it is a critical role.
Looking forward to replies.
Sujatha
From India, Bangalore
Acknowledge(0)Amend(0)
I am working on a performance matrix for technical trainers whose profile is 80% training and 20% non-training, such as project development, etc. What factors do I need to consider if I have to develop a performance measure for them?
Note - Training directly supports the business where participants are to be placed/outsourced post-training. Therefore, it is a critical role.
Looking forward to replies.
Sujatha
From India, Bangalore
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.
Coaching For High Performance Training.zip
Training on effective Performance Management.pdf