key result areas and performance based appraisal system

M128- DEMO OF KEY RESULT AREAS (KRA) AND PERFORMANCE BASED APPRAISAL SYSTEM

TRAINING PRESENTATION KIT Buy: http://www.globalmanagergroup.com/KRA.htm

www.globalmanagergroup.com E mail [email protected] Tele: +91-79-2656 5405 of 6

No of slides: 240 The entire presentation kit has 2 main directories as below.

Key Result Areas (KRA) and performance based appraisal system

Chapter-1.0 CONTENTS OF KEY RESULT AREAS AND PERFORMANCE BASEED APPRAISAL SYSTEM TRAINING

PRESENTATION

Literature (Word Files)

Presentation (Power point Slides)

01. Overview 02. Goal setting 03. Performance appraisal

system 04. Conduct performance

appraisal system 05. Goal slogans 06. Key result areas 07. Tips for performance

measurement and mistakes people makes

08. Mid term review and performance appraisal records

Cover page 01 Overview 02 Goal setting 03 Performance appraisal system and

types of performance appraisal 04 Methodology 05 Conduct performance appraisal 06 Performance measurement as a

process 07 Ten biggest mistakes 08 Sample formats and templates for

performance appraisal

Work Shop 1 Work Shop 2 Work Shop 3

http://www.globalmanagergroup.com/KRA.htm




PART-1 Topic wise Number of slides in Presentation Part A Programs

Sr. No. Title of Slides No of Slide 1. Overview 17 2. Goal setting 46 3. Performance measurement 29

3.1. Conducting performance evaluations 30 4. Goal slogans 08

5. Key result areas based performance Appraisal process (KRA) 43

6. Tips for performance measurement 16 7. Mid term review and performance records 04

Part –B Workshop Sr. No. Title of Slides No of Slide

1. Workshop 1 09 2. Workshop 2 goal of departments 15 3. Workshop 3 team objectives 08 4. Workshop 3.1 engineering 07 5. Workshop 3.2 process 07 6. Workshop 3.3 service sector 04

Total No. of Slides 243

PART-A Presentation: - Under this directory further files are made in power point presentation as per the chapter listed below. Such ready-made PowerPoint slides are useful for conducting in-house training program by you. • Topic wise Power Point presentation in 10 modules as listed below. 1. Overview to performance based appraisal system Because of the varied nature of the jobs and activities encompassed by the human resource system, it is expected that performance appraisal processes will be developed or adapted to fit the unique purpose and operating environment of each unit. The overall goals of performance appraisal are met by processes. 2. Goal setting Once an organization has decided what business it is in, it can focus on its goals, aims, and objectives. Business objectives are precise statement of intent which emphasized the aims and goals of organizations. 3. Performance appraisal system and types of performance appraisal A theory about different types of performance appraisal system is described. The process of performance appraisal and identifying training needs were covered, and finally the evaluation process was outlined.





4. Conduct performance appraisal system It describes the complete performance appraisal process and what to do before performance appraisal, during meeting and after performance appraisal.. Almost every meeting employs some kind of brainstorming event, but there’s one meeting that really should leave it off the agenda: the performance measure selection meeting. 5. Goal slogans About the slogan of Goal for how to achieve the Goal and very good slogans on goals to motivate staff on goals.

6. Key result areas

It covers essence, how it works, performance Ares tier-1 and tier-2, 360-degree appraisal for manager and above, performance diary and how to fill it, process flow parameters and example. 7. Tips for performance measurement and mistakes people makes About Ten biggest mistakes people make in managing organisational performance like rely just on financial statements, look only at this month, last month, year to date etc.





PART-B. Literature: - It is given in word. You may also use it for further reading and circulations within audience, also this topic covers write up for the ready reference to the trainer as well as participants for understanding and reading.

Chapter No. Contents.

1. Overview of performance appraisals

2. Goal setting

3. Performance appraisal methods

4. Methodology to select performance measures

5. Conduct performance appraisal

6. Performance measurement as a process

7. Ten biggest mistakes people make in managing organisational performance

Sample –1 Employee feedback

Sample-2- Goal setting questionnaire

F/qms/05 Quality objectives

F/qms/10 Continual improvement plan

Sample-1 to 3 & form

1 & 2 Performance appraisal form samples

Workshop-1to 3 Workshop 1 To Workshop 3





Global manager group is a progressive company and promoted by a group of qualified engineers and management graduates having rich experience of 20 years in ISO consultancy and management areas. The company serves the global customers through on-site and off-site modes of service delivery systems. We offer a full range of consulting services geared towards helping all types of organizations to achieve competitiveness, certifications and compliance to international standards and regulations. So far we had more than 900 clients in more than 35 countries. Our ready made training and editable document kit helps the client in making their documents easy and make them complying to related ISO standard faster.

1. Our promoters and engineers have experience of more than 900 companies globally for management training, ISO series consultancy. We had clients in more than 35 countries.

2. Highly qualified 40 team members (M.B.A., Degree engineers) and owner is having rich professional experience (since 1991).

3. We have 100% success rate for ISO series certification of our clients from reputed certifying body and branded image and leading name in the market.

4. Suggest continual improvement and cost reduction measures as well as highly informative training presentations and other products gives payback within 2 months against our cost.

5. So far more than 50000 employees are trained by us in ISO series certification. 6. We had spent more than 60000 man-days (170 man years) in preparing ISO

documents and training slides.

Global Manager Group is committed for: 1. Personal involvement & commitment from first day 2. Optimum charges 3. Professional approach 4. Hard work and update the knowledge of team members 5. Strengthening clients by system establishment and providing best training materials in

any areas of management to make their house in proper manner 6. To establish strong internal control with the help of system and use of the latest

management techniques

Chapter-2.0 About Company





3.1 Hardware and Software Requirements

A. Hardware: -

• Our document kit can be better performed with the help of P3 and above computers with a minimum 10 GB hard disk space.

• For better visual impact of the power point documentation you may keep the setting of colour image at high colour.

B. Software used in Documentation kit

• Documents written in word 98 and window 2000 programs. You are therefore required to have office 2000 or above with word 98 or above and power point

3.2 Features of Training kit: -

• Contains all necessary documents as listed above and comply with the requirements of latest management concepts and more than 1000 man days (9000 hours)

• Written in Plain English

• It will save much time in typing and preparation of training material and slides alone.

• User-friendly and easy to learn.

• Developed under the guidance of experienced experts having experience of more than 200 companies latest management system implementation globally.

• Provides model of a Management system that is simple and free to establish the management concept in the laboratory.

Chapter-3.0 USER FUNCTION


Visit us at www.globalmanagergroup.com E mail: [email protected] Tele: +91-79-2656 5405


Key Result Areas( KRA) and Performance based

Appraisal SystemProduct Code: M128

www.globalmanagergroup.com


Performance Management Cycle


Deciding Your Goals

your lifetime goals :– Artistic

• Do you want to achieve any artistic goals? If so, what? – Attitude

• Is any part of your mind-set holding you back? Is there any part of the way that you behave that upsets you? If so, set goals to improve or cure the problem, even if the goal is only to get help.

– Career• What level do you want to reach in your career?

– Education• Is there any knowledge you want to acquire in particular? What

information and skills will you need to achieve other goals? – Family

• How are you going to be a good parent?


GOAL SLOGANS • What you get by achieving your goals is not as important as

what you become by achieving your goals.• A dream without a goal is just a wish.• A goal, not in writing is simply a wish. • Yesterday's passions may not serve tomorrow's goals .• Short-term goals are the stepping stones to the bigger ones.• We are what we imagine ourselves to be.• We all need lots of powerful long range goals to help us past

the short term obstacles.• Within our dreams and aspirations, we find our opportunities.• Your aspirations are your possibilities. • The future belongs to those who believe in the beauty of their

dreams.• It may be that those who dream most do most. • Always dream and shoot higher than you know how to.


GoalsPerformance

targetsAction

program

Distinctive Capability

Market / Product / services

Identify

Efficiency

Company specific

Company purpose

People

• The strategic business planning frame work


If you're bored with life –you don't

get up every morning with a burning desire

to do things,Then you don't have enough

goals.


Why is Performance Measured?

• Developmental reasons – How might a performance appraisal contribute to an individual’s

development?

• Administrative reasons

– How might a performance appraisal serve administrative functions?

Why is Performance Measured? . Performance appraisal: The evaluation of a person’s performance

– Provides feedback to employees

– Identifies employees’ developmental needs

– Decides promotions and rewards

– Decides demotions and terminations

– Develops information for selection and placement decisions


Questions to design performance standards

• Knowledge • Ø Does the employee understand all phases of assigned duties?

Ø Does the employee have the knowledge to apply those skills necessary for performance in this position?

• Quality • Ø Is the employee accurate and neat?

Ø Does the employee present creative or multiple solutions to a problem, rather than just presenting the problem?

• Ø Does the employee correct errors? • Quantity • Ø Does the employee meet established workload standards?

Ø Does the employee demonstrate good time management skills? • Organizational Skills • Ø Is the employee able to arrange multiple tasks simultaneously?

Ø Does the employee set priorities based on the requirements of the project?


Guide lines for effective appraisal InterviewSelect a good timeMinimize interruptionsWelcome, set at comfort (ease).Start with some thing positiveAsk open ended questions to encourage discussionListenManage eye contact and body languageBe specificRate behaviour, not personalityLay out development planEncourage sub ordinate participationComplete formset mutually agreeable goals for improvementEnd in a positive, encouraging note Set time for any follow up meetings


KRA VI (200 Points individual assignmentsSpecial ProjectAssignmentValue additionCost savinginnovative ideas

Note :It’s a specific task /assignment, which helps in distinguishing amongst individuals in order to acknowledge & reward individuals performance.

TIER -1PERFORMANCE AREA


Ten Biggest Mistakes People make in Performance Appraisal

1. Rely just on financial statements 2. Look only at this month, last month, year to

date 3. Set goals without ways to measure and

monitor them 4. Use brainstorming (or other poor methods)

to select measures 5. Rely on scorecard technology as the

performance measure fix 6. Use tables, instead of graphs, to report

performance


Forms and Records required in Performance appraisal system

1. Employee feedback/goal setting form2. Performance objective monitoring form

(Monthly/quarterly)3. Continual improvement plan4. Support records for performance

indicators / Performance diary5. Performance appraisal form




4.0 Benefits of using our Presentation kit?

1. By using these slides, you can save a lot of your precious time while preparing the management training areas presentation.

2. Take care for all the section and sub sections in implementation of latest management concepts and helps you in establishing better system.

3. The user can modify the presentations as per their industry need and create own management training presentation for their organization

4. Ready made templates and sample slides are available which can reduce your time in training slide preparation

5. Save much time and cost in conducting training programs 6. You will get better control in your system due to our proven training presentation

material.

For purchase visit our web site: http://www.globalmanagergroup.com/KRA.htm

Chapter-4.0 BENEFITS OF USING OUR TRAINING KIT



key result areas and performance based appraisal system

Documents

performance measurement

performance records

performance evaluations

key result areas kra

contents of key result

goal setting

title of slides

entire presentation