FOR PRAJAKTA (My 2 cents)
_______________________________________________
Dear Prajakta,
As put across by you, L 2 has 6 PAs.
Some of the measurements which I can think of, PA wise -
1. Staffing
Recruitment MIS
Sourcing to Shortlisting to Interview to Offer made Ratios
Offers made to Joining Ratio
Joining to 6 months stay ratio
Transfer/Relocation status
Exit Interview Analysis
Best Source Analysis
2. Training and Dev
Training Plan Tracker
Training Calender MIS
Need based vs Planned Training progs
Training Man hours/days
Development progs / Dev Plan Trackers
Self Initiative by employees MIS
3. Work Env
New Joining Check List Template Analysis
Basic Physical Resource Survey
Fire and Safety Procedures Audit
IT Securtiy Audit
Admin Process Audit
4. Compensation
Internal / External Parity Report
Salary pay out dates Report
Salary pay out discrepancy Report
Discrepany Addressal Audit
Compensation/Salary Break Up Report
Mid-term Compensation Review Report
5. PMS
Total employees eligible to no. of appraisals happened ratio
Bell Curve Analysis - (gives total orgn wide performance spread)
Avg Performance Baselining exercise
Skills Matrix creation/review
Input to T&D Report
6. Communication & Coordination
Annual/Half yrly/Monthly Communication MIS
Update/Review of Communication Updates (offline/online)
Meetings Guidelines and Follow Up Report
Communication as a Skill input to Training
Meetings deadline Report
There are plenty more. Also, most of these may seem outputs, but will become inputs for other PAs in higher levels
Cheers
Kanishka
New Delhi
From India, Madras
2_______________________________________________
Dear Prajakta,
As put across by you, L 2 has 6 PAs.
Some of the measurements which I can think of, PA wise -
1. Staffing
Recruitment MIS
Sourcing to Shortlisting to Interview to Offer made Ratios
Offers made to Joining Ratio
Joining to 6 months stay ratio
Transfer/Relocation status
Exit Interview Analysis
Best Source Analysis
2. Training and Dev
Training Plan Tracker
Training Calender MIS
Need based vs Planned Training progs
Training Man hours/days
Development progs / Dev Plan Trackers
Self Initiative by employees MIS
3. Work Env
New Joining Check List Template Analysis
Basic Physical Resource Survey
Fire and Safety Procedures Audit
IT Securtiy Audit
Admin Process Audit
4. Compensation
Internal / External Parity Report
Salary pay out dates Report
Salary pay out discrepancy Report
Discrepany Addressal Audit
Compensation/Salary Break Up Report
Mid-term Compensation Review Report
5. PMS
Total employees eligible to no. of appraisals happened ratio
Bell Curve Analysis - (gives total orgn wide performance spread)
Avg Performance Baselining exercise
Skills Matrix creation/review
Input to T&D Report
6. Communication & Coordination
Annual/Half yrly/Monthly Communication MIS
Update/Review of Communication Updates (offline/online)
Meetings Guidelines and Follow Up Report
Communication as a Skill input to Training
Meetings deadline Report
There are plenty more. Also, most of these may seem outputs, but will become inputs for other PAs in higher levels
Cheers
Kanishka
New Delhi
From India, Madras
Hi Bill It is good to know that you are one of the author for the model. Hi Kmalick Debate is always necessary to enhance knowledge. _Sathya
From India
From India
Sathya, you are absolutely right. All debates need to have a conclusion, to create value. I just tried doing that. Cheers K
From India, Madras
From India, Madras
Thanks for posting your comments.
Thanks Bill. I agree with what ever Bill has mentioned in his comments.
In level 2 we have to take up quantitative measures. As I gave an example earlier, consider one practice of PCMM level 2.
Work Environment: the measures could be
a. Workplace audit report
b. Complaint status - Raised vs resolved
c. Feedback from employees - Status review
d. Employee Welfare measure status - Health check up, celebrations,
etc.
e. Periodic review of systems.
f. Time taken to provide facilities - vehicle, stationery, computer,
workspace, id cards etc.
These all measures are to be collected, analysed and documented. For collection and analyzation, I am working out on formulas.
I agree that the formulas vary according to the organizations. I was looking out for few quantitative measures (formula oriented), so that i can compare and improve my own work.
Thanks.
From India, Bangalore
Thanks Bill. I agree with what ever Bill has mentioned in his comments.
In level 2 we have to take up quantitative measures. As I gave an example earlier, consider one practice of PCMM level 2.
Work Environment: the measures could be
a. Workplace audit report
b. Complaint status - Raised vs resolved
c. Feedback from employees - Status review
d. Employee Welfare measure status - Health check up, celebrations,
etc.
e. Periodic review of systems.
f. Time taken to provide facilities - vehicle, stationery, computer,
workspace, id cards etc.
These all measures are to be collected, analysed and documented. For collection and analyzation, I am working out on formulas.
I agree that the formulas vary according to the organizations. I was looking out for few quantitative measures (formula oriented), so that i can compare and improve my own work.
Thanks.
From India, Bangalore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Level 5 Leadership.pdf
Stress Level Calculator.xls