I'm presently working for a logistic company. Designing the appraisal system for approximately 70-80 employees and JD at all levels junior to middle level which includes... the customer care unit, accounts , marketing , sales. There is no hr in the company yet .....looking forward to implement hr function.
From India, Delhi
From India, Delhi
First attempt should be on formulating the JD's with the consultation of respective Managers and parallely recheck the same with the management to know the expectations on the individual profile.
Secondly - Once the JD is over, and the same has been approved by the management, you can go-ahead with Identifying their KRA's (Key responsibility Areas)
Thirdly - Link those KRA's to KPI (Key performance index)
Fourth : Ensure that the respective KRA's are made aware to the respective employees.
Fifth : Then, based on the your current policy, you can plan out for the review of the same (Biannually / annually)
Since you are applying for the first time, its better to check out every quarterly at the starting, and then the same can be reviewed periodically.
Isha, ensure that without the proper job description, i suggest you not to go-ahead with the Performance Management. Since this is a very sensitive issue. there are lot of chances that if proper care has been not taken to review the process at the implementation stage - it would demotivate your employees very badly.
From India, Bangalore
17Secondly - Once the JD is over, and the same has been approved by the management, you can go-ahead with Identifying their KRA's (Key responsibility Areas)
Thirdly - Link those KRA's to KPI (Key performance index)
Fourth : Ensure that the respective KRA's are made aware to the respective employees.
Fifth : Then, based on the your current policy, you can plan out for the review of the same (Biannually / annually)
Since you are applying for the first time, its better to check out every quarterly at the starting, and then the same can be reviewed periodically.
Isha, ensure that without the proper job description, i suggest you not to go-ahead with the Performance Management. Since this is a very sensitive issue. there are lot of chances that if proper care has been not taken to review the process at the implementation stage - it would demotivate your employees very badly.
From India, Bangalore
JD can be keeping the following points in mind
Job Title
Summary of what the Job entails, Position Description/ Purpose of Position
Define the terms of contract: Full time, Part time or Casual
Key Responsibilities list out at least 8 of them
Essential criteria for the job (qualification, Work Experience)
Review and make sure it is most appropriate for the positions the JDs for which the JDs are drawn.
(Keep in mind the KRAs and KRIs and also list responsibilities in terms in of Critical to Quality parameters)
I hope that this will help you when you will be designing the PMS
From India, Bangalore
Job Title
Summary of what the Job entails, Position Description/ Purpose of Position
Define the terms of contract: Full time, Part time or Casual
Key Responsibilities list out at least 8 of them
Essential criteria for the job (qualification, Work Experience)
Review and make sure it is most appropriate for the positions the JDs for which the JDs are drawn.
(Keep in mind the KRAs and KRIs and also list responsibilities in terms in of Critical to Quality parameters)
I hope that this will help you when you will be designing the PMS
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.
JD _ HR.doc
Company Profile.ppt