Dear HR Experts,
M working in Automobile industry and already running Performance Appraisal system which is based on ranking method with compare employee QPR (Quarterly Progress Report) system.QPR system is also based on ranking method but this not equal to employee KRA's.
But now know want to implement new PMS system which based on employee KRA's or KPI so please suggest me.
Hope for your positive response.
Regards
dev
From India, Ludhiana
33M working in Automobile industry and already running Performance Appraisal system which is based on ranking method with compare employee QPR (Quarterly Progress Report) system.QPR system is also based on ranking method but this not equal to employee KRA's.
But now know want to implement new PMS system which based on employee KRA's or KPI so please suggest me.
Hope for your positive response.
Regards
dev
From India, Ludhiana
Are you asking how to design a KRAs based performance appraisal system? All you need to do is to link Job Responsibilities (as given in the JDs applicable to each employee) and co-relate these with the KRAs of their departments. Since KRAs of the departments are based on the objectives of the organization, there will be perceived alignment of each employee's KRAs with those of the organization. As regards the KPIs, these are related to the type of KRAs. For example, some KRAs may link with Financial aspects, some with the time for completion, some with production targets etc... You have to define the KPIs accordingly.
Moreover, if you wish to track that the KRAs are being accomplished as per the KPIs, you need an automated tool like 'EmpXtrack'. Otherwise, this entire effort may prove wasteful since tracking by manual means is just not possible. Without tracking achievements, you can not bring in accountability. And performance appraisal without accountability is a mere ritual.
From India, Delhi
Moreover, if you wish to track that the KRAs are being accomplished as per the KPIs, you need an automated tool like 'EmpXtrack'. Otherwise, this entire effort may prove wasteful since tracking by manual means is just not possible. Without tracking achievements, you can not bring in accountability. And performance appraisal without accountability is a mere ritual.
From India, Delhi
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Performance Appraisal Form for Staff.doc