Dear SEEDS27,
I would recommend the following:
STEP 001
a. Embark on Job Analysis exercise
b. Ensure that appropriate JDs are written for each unique position
c. Ensure that the JD comprises of SMART GOALS, KRAs and KPIs for each position
This exercise should take approximately 1 week for each Job Family. (Hint - Be focussed, else you could go on endlessly)
STEP 002
Assuming, that you have created appropriate JDs for each unique position, the staff / management will now be about their roles and expecations. You could now embark on the second phase, which comprises of:
a. Creating TNA. i.e., Assess the training needs.
b. Create a Training Calendar
c. Roll out the Training initiatives
d. Measure its effectiveness ie., ROI Framework
STEP 003
Assuming, Step 001 & 002 have been completed, intiate the following:
a. You have the KRAs and KPIs set in the JD (ref Step 001)
b. Now, embark on customizing an appropriate template
c. The template need to measure the
- Functional performance,
- Behavior displayed whilst performing ones job for the assessment year,
- Leadership traits displayed against expectations set
- The actual performance or displayed traits versus expectations - - forms the gaps, needing to be bridged.
(Word of caution - please initiate the above in a phased manner, as you could go clueless, if you are initiating for the first time).
Ideally, a competency framework should help you create or generate the gaps and create an appropriate GAP ANALYSIS.
- The PMS template also needs to comprise of Promotion, Job Rotation, Job Enrichment, Trainings recommended) as well.
(Please do not copy appraisal templates from the web and implement. Customize or tweak it as per your company's requirement).
- Roll out the template. Liaise with the HODs and communicate the roll out date and the date that you will need it back.
- Upon receipt of appraisal forms, duly filled, empbark on data collation.
- The training requirement will form the core for TNA
- Collate the data and segerate on the basis of (a) Merit Increase cases (b) Promotion cases (c) Redundant cases (d) Inter dept transfer cases ............
Wishing you the best.
From Kuwait, Kuwait
8I would recommend the following:
STEP 001
a. Embark on Job Analysis exercise
b. Ensure that appropriate JDs are written for each unique position
c. Ensure that the JD comprises of SMART GOALS, KRAs and KPIs for each position
This exercise should take approximately 1 week for each Job Family. (Hint - Be focussed, else you could go on endlessly)
STEP 002
Assuming, that you have created appropriate JDs for each unique position, the staff / management will now be about their roles and expecations. You could now embark on the second phase, which comprises of:
a. Creating TNA. i.e., Assess the training needs.
b. Create a Training Calendar
c. Roll out the Training initiatives
d. Measure its effectiveness ie., ROI Framework
STEP 003
Assuming, Step 001 & 002 have been completed, intiate the following:
a. You have the KRAs and KPIs set in the JD (ref Step 001)
b. Now, embark on customizing an appropriate template
c. The template need to measure the
- Functional performance,
- Behavior displayed whilst performing ones job for the assessment year,
- Leadership traits displayed against expectations set
- The actual performance or displayed traits versus expectations - - forms the gaps, needing to be bridged.
(Word of caution - please initiate the above in a phased manner, as you could go clueless, if you are initiating for the first time).
Ideally, a competency framework should help you create or generate the gaps and create an appropriate GAP ANALYSIS.
- The PMS template also needs to comprise of Promotion, Job Rotation, Job Enrichment, Trainings recommended) as well.
(Please do not copy appraisal templates from the web and implement. Customize or tweak it as per your company's requirement).
- Roll out the template. Liaise with the HODs and communicate the roll out date and the date that you will need it back.
- Upon receipt of appraisal forms, duly filled, empbark on data collation.
- The training requirement will form the core for TNA
- Collate the data and segerate on the basis of (a) Merit Increase cases (b) Promotion cases (c) Redundant cases (d) Inter dept transfer cases ............
Wishing you the best.
From Kuwait, Kuwait
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