appraisal system krs

7/31/2019 Appraisal System KRS

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Key strategicobjectives

(filled by hay

group)

How ( Key result areas) Weightage Key accountability Metric (suggested) TargeFY 1

12(Ex

Resu

Process

Long term

securitization ofraw material

supply

Identify opportunities to secure

ownership of raw material withinIndia and abroad

5%

Commercial-

procurement

Timely availability

of raw material tosupport business

plan due to newLong term raw material locking

with supplier to ensureuninterrupted supply

Commercial-

procurement

Timely availability

of raw material tosupport business

plan

Implementation of feedstockconversion for production

Projects Timelyimplementation of

gastification projects

no of sources of rawmaterial identified

Back ward integration to enhance

raw material storage capacity andoptimise logistics

Projects Timely completion

of projects

Optimise

production

capacities

Identify opportunities for green

field and brown field expansion

and improved logistics support

10% MD special projects % increase in

production capacity

by X%

With

mont

Ensure asset utilisation byoptimising existing production

capacities

5% Operations % increase inproduction capacity

by X%

Debottlenecking of existingcapacities through retrofitting and

revamping and continuous

improvement

Operations % improvement inproduction %

achievement of

energy efficienttargets

Ensure availability of funds to

support expansion and capitalexpenditure for future growth at

lowest cost

Finance Timely availability

of funds at lowestcost

Strengthen

distributionnetwork

Expand distribution and

dealership productivity

10% Commercial function

marketing

% increase in sales

People/capability Enhance

marketingcapabilities to

strengthen

Training of field marketing staff

to expand product portfolio

10% Commercial function

marketing

% increase in sales

no of trainingmandays

Attract train andretain talent

Tie up with technical institutes forhiring skilled resources

5% HR Number of inducted

Provide an

enabling and

performanceoriented culture

Build robust training programs

for skill development

Operation /HR No. training hours

People

Provide an

enabling andperformance

oriented culture

Develop long term incentive plan

for key emloyees

HR/MD Attrition Rate

Organisational

capabilityenhancement

future growth

Ensure employee satisfaction 5% All function head Employee

satisfaction scores

Robust succession planning forkey business areas

MD Identified successorsfor all key positions


2/7

Performance

focus

key strategic

objectives (filled

by hay group)

How (key result

areas)

Weight

age

Key accountability Metric (suggested) Target for FY

11-

12(expected

results)

Financial Achieve....YOY

growth and gain

20% market

share

Sustain and gain

market share across

product categories

10% Commercial function-

marketing

Market share across

product categories

10% market

share

Achieve revenue

profitability and

margin targets in

fertilizers and agri

services business as

per budget/product

wise


marketing

Profitability of

product mix margins

from traded

business

Minimum

margin of

rupees 500

per traded

product

Minimise cost Minimise inbound

logistics and import

cost of finished

products

10% Commercial

procurement

Rupees per tonne

Achieve energy

efficiency targets

from operations

5% Operations Energy efficiency

targets

Long term imports

agreement for cost

leverage-rawmaterials and

finished products

Commercial-

procurement

Rupees per tonne

Minimise operations

and maintenance

cost

Operations Rupees per tonne

Minimise logistics

cost

Commercial-

procurement

Rupees per tonne

Customer Expand product

mix of fertilizers

Develop new grades

to improve farm

yield


marketing/technical

services

No. Of new grades

produced for

commercialisation

Tie-up with global

producers to import

micronutrients

Commercial function-

marketing

% increase in

product sale

One stop shop

as agri service

provider

Identify

opportunities in

agricultural space to

expand product

basket


marketing

% increase in

product sale

% diversification in

agri services

business

Tie-up with global

producers to import

quality hybrid seeds,

agro chemicals and

pesticides

Commercial -

procurement

% increase in

product sale

% diversification in

agri services

business

Enable

improvement in

farm yield

Educate farmers to

enhance agriculture

productivity-

farmers contract

programmes


marketing

Success of farmer

contact

programmes- %

participation

Development of

model farm


marketing

Success of farmer

contact

programmes- %participation

Establish soil testing

labs to develop new

grades


marketing

No. Of new grades

produced for

commercialisation


3/7

1. PERFORMANCE APPRAISAL SYSTEMPerformance appraisal process focuses on the goal setting approach throughout theorganisation. Performance appraisal helps the clarity and understanding of the roles and

responsibilities of the employees. It increases organisational effectiveness and also has

positive effects on recruitment.

The process of performance appraisal involves the setting up of standards which will beused as the base to compare the actual performance of the employees. This step requires

setting the criteria to judge the performance of the employees as successful or unsuccessfuland the degrees of their contribution to the organizational goals and objectives. The

standards set should be clear, easily understandable and in measurable terms. In case the

performance of the employee cannot be measured, great care should be taken to describethe standards. The employees should be informed and the standards should be clearly

explained to them.

This will help them to understand their roles and to know what exactly is expected from them.

The standards should also be communicated to the appraisers or the evaluators and if required,

the standards can also be modified at this stage itself according to the relevant feedback from the

employees or the evaluators. The last step of the process is to take decisions which can be taken either

to improve the performance of the employees, take the required corrective actions, or the related HR

decisions like rewards, promotions, demotions, transfers etc.

OBJECTIVES

To inculcate performance culture

To identify talent gap To identify training need To decide compensation Succession planning


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PERFORMANCE APRAISAL MANAGEMENT SYSTEM

MANAGERIAL ATTRIBUTES

Attribute 10 9

excellent

8 7

Very good

6 5 4

good

3 2 1

Unsatisfactory

Job knowledge

Understanding of

activities for which

the employees is

currently

responsible

policies and

procedures

applicable for his

work

Excellent

knowledge of

his job and

related

functions

Good

Knowledge of

his own job.

Fair

Knowledge of

related

functions

Adequate

knowledge of

his own job.

Keen to learn.

Knowledge of

job much below

what is

required.

Makes no effort

to learn.

Cost/ profit

Consciousness

Endeavours

towards optimum

utilization of

available resources

and elimination of

waste. Generating

money making

ideas

Always makes

optimum

utilisation of

resources.

Constantly

reduces cost,

eliminates

waste and

makes

suggestionsto improve

profitability

Generally makes

optimum

utilisation of

resources and

endeavours to

reduce cost and

wastage

Utilises

resources well

and conscious of

eliminating

waste.

Wasteful in

utilisation of

resources and

not interested in

cost reduction.

Planning,

organisation and

control

Effectiveness in

anticipating work

in logical order and

devising efficient

methods to attain

predetermined

plans

Exceptional

ability to

anticipate

future needs

and works in

logical order

to meet plans

and monitor

system to

accomplish

Optimum

results.

Anticipates

work needs and

prepares action

plan.

Good in

arranging work

to meet plan

and accomplish

desired results

In systematic

and result

oriented.

Good organiser

and effectively

plans his work

Very

unsystematic

and not

methodical in

work. Does no

planning at all


5/7

2. MANPOWER PLANNINGTo understand the needs of the Indian farmer, Zuari seeks people who can closely work with farmers,

interacting with them and discerning how the company may serve them best. In doing so, the company

hopes to ensure that both farmers and employees of Zuari grow towards achieving common goals and

bettering the Indian farming scenario as a whole. The Zuari team truly believes that manpower is its most

valuable asset. Zuari constantly undertakes various programs to train existing talent and entice new talent

into the Zuari family.

The manpower planning process is involved in the identification of the gap between what is the current

business situation/current manpower and what is the future business situation / manpower needs and

developing a plan to fill the gap with

Number of additional workers/staff/managers etc. Skill of different levels Flexibility in job handling Achieving equal employment activities Lifting the experience level Improving capabilities foe performance Increase potential of people Training etc

Manpower Resources

For recruitment of suitable personnel, candidates are drawn from the following resources

Internal Candidates Employment Exchange Application on Active Files Campus Interviews Advertisements in newspapers ( Economic Times, Navhind Times, Times of India )

Initiative/ Drive/

perseverance

Self reliant and has

ability to move

forward withoutoutside direction.

Basic urge and

energy to get

things done.

Always self-

reliant and

exceptionally

good at

applying mindto get things

done. Is a

self-starter.

Closely

follows up to

competition.

Never waits to

be told for

getting things

done.

Overcomesobstacles

independently.

Good follow

up.

Thinks out and

thinks

independently.

Requires

instructionoccasionally.

Follows up for

action.

Always requires

to be told. Does

not apply mind

to get things

done. Poorfollow-up.


6/7

Placement Agencies Company Website

The Management periodically reviews its manpower requirements for the year. The HR Division

co- ordinates recommendations of various sections for their manpower requirement and obtain

management approval. Special approvals of Management committee may be obtained forcertain additions/deletions during the year.


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appraisal system krs

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