Hi,
I am working for an IT company in Mysore. I have been asked to prepare a salary policy in accordance with the performance matrix. I request your assistance in preparing a performance matrix for Web Designers, Programmers, Marketing team, and Management. Please provide me with the parameters on which their performance can be measured.
I hope to receive your solution at the earliest.
Regards,
Raghav
From India, Bangalore
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I am working for an IT company in Mysore. I have been asked to prepare a salary policy in accordance with the performance matrix. I request your assistance in preparing a performance matrix for Web Designers, Programmers, Marketing team, and Management. Please provide me with the parameters on which their performance can be measured.
I hope to receive your solution at the earliest.
Regards,
Raghav
From India, Bangalore
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Hi Raghav,
Please sit with each HOD and agree upon 5 or 6 different KRAs. Rate them percentage-wise based on priority. For example, for a web designer, creativity would be 40%, TAT would be 35%, etc. For the Sales & Marketing team, it would involve achieving sales targets, considering the TAT, planning and strategizing, ensuring enough branding within the stipulated time period, etc. Depending on the percentage each individual has against each KRA, you will have to rate them. Once you have the final rating of everyone, you could prepare a slab. For example, for a 5 rater - it will be a 20% hike, 4 - 15%, 3 - 10%, 2 - no hike, 1 - doesn't deserve to be in the organization.
From India, Delhi
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4Please sit with each HOD and agree upon 5 or 6 different KRAs. Rate them percentage-wise based on priority. For example, for a web designer, creativity would be 40%, TAT would be 35%, etc. For the Sales & Marketing team, it would involve achieving sales targets, considering the TAT, planning and strategizing, ensuring enough branding within the stipulated time period, etc. Depending on the percentage each individual has against each KRA, you will have to rate them. Once you have the final rating of everyone, you could prepare a slab. For example, for a 5 rater - it will be a 20% hike, 4 - 15%, 3 - 10%, 2 - no hike, 1 - doesn't deserve to be in the organization.
From India, Delhi
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Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf
Key performance indicators (KPI).doc