performance management system
DESCRIPTION
TRANSCRIPT
Performance Management System
Jayaraj Menon
www.kraniumhr.com
The Problem
Employee performance dips because of the gap between
what is expected of them and what they understand
Genuinely performing employees feel de-moralised when
their performance is not recognised
In the absence of a system, promotions and increments are
arbitrary resulting in employees feeling that the
management is not impartial
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Benefits of a Performance
Management System
Align the employees to the business goals
Improve employee engagement
Boost employee performance
Reduce attrition
Bring business focus into the employees
Bring about a performance culture
Bring about a fair and transparent compensation
system
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Three components of a good
Performance Management System
Performance Measure – leading to rewards
and recognition
Competency Measure – leading to training
and skill development
Self Development - leading to constant
feedback from Employee on the work.
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Performance Measure
Every Employee is recruited into the
organisation to do a specific role
A performance measure , called a KPI – Key
Performance indicator- measures the
performance level of the employee against the
expectations.
The KPI’s help align the employee performance
to the organisation goals.
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KPIs- Role of Kranium
Kranium interacts extensively with the top management of the client organisation to :
Understand the different unique roles and their responsibilities in the organisation
Identify 3-4 performance parameters for each role – the parameters that will show if the employee has performed to the expectations
Identify the relevant weightage for each measure.
Create KPIs for each role
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KPIs – Role of Kranium
Kranium also assists, if necessary, in
facilitating the fixing of targets for each
KPI.
Kranium also engages with the client , if
necessary, in creating the MIS that are
required to get the information relevant
for the appraisals.
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A Sample Performance Measurement Sheet
SR.
NO
KPI SELF
RATING
APPRAISER
RATING
COMMENTS/ REASONS WEIGHTAG
E
TOTAL
WEIGHTE
D SCORE
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Performance Appraisal – Process
Once the KPI s are arrived at, the appraiser and the appraised mutually discuss and arrive at the Targets at the beginning of the Appraisal cycle.
At the designated review period, the appraisee does the self rating
Then the appraiser does the Appraiser Rating in consultation with the appraisee
A score is given for the rating
A weighted score is arrived at after taking the weightage
The total weighted score gives the rating for the employee
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Competency Measure
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Competency
Competency may be defined as that quality
which a person has to exhibit to do a specific
task.
Competency may be a combination of skills,
learning and talent.
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Competency – Role of Kranium
Identify and list the competencies required for
each role.
Create a scale to measure the competency
The results of the reviews are used to design
learning solutions for the employees
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Sample Competency Review
Competency
Self rating Appraiser
rating
Ability to talk to CXOs
Ability to connect with customers
Ability to lead people
C++
Java
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Self Development
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Self Development
Self development reviews are a mechanism to
make the employee involve in the qualitative
aspects of the role.
It delves deeper into the employees’
understanding of the role, his/her learning and
his/her achievements
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Sample Self Development review
List down the major achievements you
have accomplished during the review
period.
List down the failures during the review
period
Which part of the role do you find most
interesting? Why?
What are the areas of improvement for
individual development?
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Kranium HR Services Pvt Limited
303, Oxford House,
# 15 Rustom Bagh Main road,
Bangalore - 16
www.kraniumhr.com