Hi friends,
I'm Purnima. Please help me with the complete structure of performance appraisal. This includes defining Key Result Areas (KRAs) and Key Performance Indicators (KPIs), as well as the process of appraising a candidate. I also need guidance on who should be involved in the discussion, what parameters to consider, and how to create an evaluation sheet for all employees. This information is crucial for my career, so your guidance is greatly appreciated.
Thank you.
From India, Hyderabad
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I'm Purnima. Please help me with the complete structure of performance appraisal. This includes defining Key Result Areas (KRAs) and Key Performance Indicators (KPIs), as well as the process of appraising a candidate. I also need guidance on who should be involved in the discussion, what parameters to consider, and how to create an evaluation sheet for all employees. This information is crucial for my career, so your guidance is greatly appreciated.
Thank you.
From India, Hyderabad
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Preparation of KPIs and KRAs
Preparation of KPIs and KRAs requires a lot of expertise. Secondly, you cannot develop the KRAs in isolation for a particular designation. This is an organization-wide exercise. I do not know what your designation is; however, if you are from HR, then it is not your job to develop the KRAs. This task belongs to a senior to whom the Carrier Relationship Manager reports. Why is the senior not developing the KRAs for their junior? It appears that your company does not have a comprehensive Performance Management System (PMS).
Principles of Performance Management System (PMS)
Irrespective of the type of company, the principles of PMS do not change. These are common across all industries. When establishing PMS or designing the KRAs, the following points need to be noted:
a) Do we measure what deserves to be measured?
b) Do KRAs pass the test of the SMART principle?
c) Have the direct and indirect costs been identified for all departments? Are these costs included as KRAs for the respective HOD?
d) Have the staff at the lowest level understood the importance of measurement or how to design the measures? Merely understanding the concept of KPIs and KRAs at the managerial or HOD level is not sufficient. They attain the department's KRA through their subordinates. What if the Manager/HOD does not receive sufficient support from the juniors?
e) Are there any staff members who are being kept off the hook?
Additional Resources
I have been providing replies to posts on PMS time and again. Click the following link to refer to one exhaustive reply: https://www.citehr.com/511936-pms-company.html
Though the heading of the post is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out if they are ready to hire paid services of an external consultant like me. For additional information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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8072Preparation of KPIs and KRAs requires a lot of expertise. Secondly, you cannot develop the KRAs in isolation for a particular designation. This is an organization-wide exercise. I do not know what your designation is; however, if you are from HR, then it is not your job to develop the KRAs. This task belongs to a senior to whom the Carrier Relationship Manager reports. Why is the senior not developing the KRAs for their junior? It appears that your company does not have a comprehensive Performance Management System (PMS).
Principles of Performance Management System (PMS)
Irrespective of the type of company, the principles of PMS do not change. These are common across all industries. When establishing PMS or designing the KRAs, the following points need to be noted:
a) Do we measure what deserves to be measured?
b) Do KRAs pass the test of the SMART principle?
c) Have the direct and indirect costs been identified for all departments? Are these costs included as KRAs for the respective HOD?
d) Have the staff at the lowest level understood the importance of measurement or how to design the measures? Merely understanding the concept of KPIs and KRAs at the managerial or HOD level is not sufficient. They attain the department's KRA through their subordinates. What if the Manager/HOD does not receive sufficient support from the juniors?
e) Are there any staff members who are being kept off the hook?
Additional Resources
I have been providing replies to posts on PMS time and again. Click the following link to refer to one exhaustive reply: https://www.citehr.com/511936-pms-company.html
Though the heading of the post is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out if they are ready to hire paid services of an external consultant like me. For additional information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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Read a number of illuminating articles on Performance Appraisal, Goals/KRAs of employees and their alignment to corporate objectives, and other articles related to 'Performance Management' in the 'Empxtrack Blog' on the web. You may discover all your queries answered in one place. Experts will be there to guide you if you decide to automate the process to manage it efficiently.
From India, Delhi
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From India, Delhi
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You can find a number of actionable PDFs on the Internet to create KRAs and KPIs for your needs. Apart from Quora, Slideshare also provides a lot of documents for the same purpose. You can view this PDF at http://www.slideshare.net/TETIndia/1...yee-evaluation for a detailed guide on how to make KRAs for different job descriptions from various perspectives. Additionally, you can refer to this quick guide here: http://grosum.com/blogs-15_Best_Ques...Reviews_Part_2.
Hope this information helps you. Good luck.
From India, Howrah
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Hope this information helps you. Good luck.
From India, Howrah
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.
Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf
Key performance indicators (KPI).doc
Key indicators.ppt