King

Initial Report

Aim-Design a Performance Appraisal Format consisting of (a) self rating sheet and (b) Supervisor Rating sheet in a manufacturing concern. Justify the inclusion of KRA’s, potential assessment and personal development information Capture.

Review of Literature

*Why do Performance Appraisal*?

Help achieve Organizational goals and mission

Clearly communicate expectations

Document performance issues & achievements.

Communicate feedback

Recognize accomplishments and reward performance

Development of action plan for performance improvement

What is KRA ?

Key result areas deal with the ends and not means to them. The word ‘key’ signifies vital few results that are important. The results are the things that are intended consequences of the things you do. The word ‘areas’ means that the results could made up of clusters of related but specific results. There is no strict limitation but thumb rule the managers should have no more than four to five key results areas.

KEY RESULT AREA

Change from quarter / half yearly or yearly.

KRA should be focussed and it should follow SMART

(Specific/ Measurable/ Achievable / Relevant & timer bound).

Captures about 80% of the department's work role.

KRA RELATIONSHIP

KRA are guided by the company’s:-

*VISION STATEMENT

*MISSION STATEMENT

CORPORATE OBJECTIVES

CORPORATE STRATEGY

CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.

FOR THE BUDGET PERIOD, WHICH IS USUALLY 12 MONTHS?

PERFORMANCE APPRAISAL- KRA’S

People will perform as per what is measured.

Types of Performance Measures:-

Self judgments

Quality of work

Job tenure

Peer judgments

Process – Identification of KRAs

3) The HR has to facilitate his/her support along with concerned HOD to identify the KRAs and duly take signature from the concerned HOD and the Subordinate for a...