Post on 01-Nov-2014
description
KRA BASEDKRA BASEDPERFORMANCE PERFORMANCE
APPRAISAL APPRAISAL SYSTEMSYSTEM
Flow of the presentation
• Overview-Performance Appraisal System
• Basics - KRA - Key result areas & KPI - Key performance indicator
• KRA derivation process
• Tamarind Individual KRA System
• KRA based Performance Appraisal Cycle
• Appraisal Feedback and it’s utilization
• Recap
Performance Appraisal
• Annual Activity with mid-year reviews • Two way evaluation process of employee
performance. • Measures performance during the year,
setting up future goals.• Basis for decision –growth in terms of
Remuneration, Promotion, training.• Identify potential for additional and
higher roles and responsibilities
Why KRA based Performance Appraisal?
Don't measure yourself by what Don't measure yourself by what you have accomplished, but by you have accomplished, but by
what you could have what you could have accomplished with your ability. accomplished with your ability. • Focused growth pathFocused growth path
• Better monitoring with growing timesBetter monitoring with growing times• Bench mark against global standardsBench mark against global standards• Scientific methodology of evaluation Scientific methodology of evaluation
towards standardization and fairness of towards standardization and fairness of the Appraisal Instrumentthe Appraisal Instrument
Meaning: KRA
• Key Result Area• Identified out of the day to day routine
activities• Primary Job objectives or Major Goals• Outcomes or Expectations of a Job
Position• Groups relevant activities under one
cluster forming a KRA
Meaning: KPI
• Activity/Assignment /Process to accomplish the main Goal/KRA.
• Process and procedure done on daily basis i.e. routine nature
• Sub Activity/s under each KRA
– Eg;- KRA- Increase profit per file
»KPI 1- Get competitive rates»KPI 2- Effective Negotiation with the
parties• There can be more than one KPI under a KRA
How KRA are derived ????
Mission and Vision derived
Individual KRA
Individual KRA
Individual KRA
Organization Objective
Management Goals
Dept Goal / Manager KRA
What do “I” do ??????
Fulfill Customer
requirements
Support Function
Hotel Booking
Leisure
Transfers
Tamarind Individual KRA (TIK) Score break- up
80%
20%
A. Target
i.e. Achievement of goals
B. Critical Behavioral Attributes
i.e. on the job behavior
Contd…
KRA 1Achieve and
Surpass the GOP
KRA 2Error Free
Operations
KRA 3Compliance
Target Score CBA Score
TIK Score
KPI 1Costing
80% 20%
100%
KPI 2Follow Up
KPI 3Negotiation
•Service oriented Industry •One organization- One Set of values•Differentiation factors - Personal Touch •Higher the responsibility, more emphasis on behavioral skills•Better the interpersonal skills, better the growth prospects •Long Term success Mantra
Significance of behavioral Attributes
Why Measure Behaviour • Communication on phone, email, chat is the mainstay
of our business• Say the right thing the right way – negotiate, convince
and convert.• Relationships determine your business• We cannot work in isolation - team work is important• Display of responsibility and leadership determines the
leaders for the future• Keeping abreast of the market environment is essential
to distinguish leaders from followers
All the above results in growth of business for thecompany and an edge over the rest, for the individual.
B. Critical Behavioral B. Critical Behavioral AttributesAttributes
==20% of TIK20% of TIK
Relationship Building and managing
Time Management
Result Orientation
Communication
Leadership
Team Management Client Orientation
Business Acumen
KRA should be……..
SPECIFIC – KRA’s should be specific and logical.
MEASURABLE – KRA’s should be quantifiable and measurable.
ACHIEVABLE – KRA’s framed should be achievable.
RELEVANT– KRA’s should be associated to job.
TIME BOUND – KRA’s framed should be defined for a specific period
Process
Rewards,Corrective steps,
New Targets
Final Performance
Appraisal
Mid-year Review & advise
Performance Appraisal
Cycle
KRA is set
KRA based Appraisal form- Page 1 (Sample)
Name: Emp. No: Designation: Department:Date of Joining:
Rating Performance Variable
1 Unsatisfactory 2 Average
3 Good
4 Excellent
5 Outstanding
Signature of the Appraisee(after self rating)
CBA Score (Section 2) 0.00TIK Score (Section 1) + (Section 2) 0.00
Signature of the Appraiser
(after Appraisal)Signature of the Reviewer
(after Moderation)
(To be filled by Appraiser in conjunction with the reviewer after the review discussion with Appraisee
Indicate specific remarks pertaining to the Appraisee’s performance, future prospect, Weaknesses and Training needs.)
PERFORMANCE SUMMARY:
Final KRA Score
Target Score (Section 1) 0.00
Performs at a fairly poor level in terms of output, quality and timeliness (50% and below)
Performs at an average level in terms of output, quality and timeliness (51-70%)
Performs at a fairly above average level in terms of output, quality and timeliness (71-90%)
Performs and Delivers the required level of output, quality and timeliness (91-99%)
Performs and Exceeds the required level of output, quality and timeliness (100% and above)
Performance Appraisal Feedback ( to be filled by Appraiser)
Reviewer:
Rating Parameters
Quantitative Achievement
Senior Consultant - Sales Last Increment: Sales Appraiser:
Review Period 1st April 2012 till 31st march 2013Last Promotion:
KRA based Appraisal form- Page 2 (Sample)
Section 1: Target Score (80% of the TIK Score)
Sr KRA Performance Indicators
Measure (Targets/
Deadlines)
Achieved (To be
filled by self)
Weightage (A)
Self rating
Appraiser's Rating (B)
Weighted avg score -
WA= (A*B)/100
Comments
1 Increase sales and market share
Achieve and Surpass the GOP targets
40 0.00
Recognize and grow new business segments and clients.
10
0.00 Effective sales plan and implementation, to increase the existing and new client business
5
0.00 Timely and result-oriented reporting, and follow-up internally and externally
10
0.00
Develop strong relationships within the team, and with clients and vendors
10 0.00
Constant upgradation of product knowledge and effective use in sales calls
10 0.00
2
Compliance of Laid down
Policies and Procedures of the company
Adherence to all the organization's policies, rules and procedures.
5
0.00 Compliance of credit policy with regards to non- credit clients / agents
10
0.00
Aggregate Total ( sum of WA)/ No. of KPIs 0.00 Target Score =Aggregate Total x 80 / 100 0.00
KRA based Appraisal form- Page 3 (Sample)
Section 2 : Critical Behavioral Attributes (CBA) (20% of the TIK Score) Critical attributes are those behavioral characteristic identified by the organization which are important to achieve one's present role and develop oneself for future role
requirement..
Sr ATTRIBUTES (Behavioral Characteristics/ Factors/Traits/Qualities) RATING SCORE (1 to 5)
Self ( A )
Appraiser ( B )
Comments
1 Communication Skills
2 Relationship Maintaining & Building
3 Time Management
4 Client Orientation
5 Results Orientation
6 Teamwork
For Assistant Managers & Above
7 Leadership
8 Business Acumen
Aggregate Total ( sum of individual Bs)/ No. of CBAs 0.00
CBA Score = Aggregate Total x 20 / 100 0.00
Appraisal Procedure
• Employee Details• Self Appraisal by the Employee• Appraisal by the Immediate Reporting
Manager• Moderation by the Reviewer i.e. Profit
Center Head• Data collection and analysis by HR• Decisions taken• New KRAs set based on the data
Bonus Policy
• Scope: Covers all the confirmed employees• Applicable for the F.Y. 1st April to 31st March• Purpose: To reward employees for their contribution• Eligibility: Junior consultant and above• Bonus amount will correspond to performance rating• Rating components: Employee weightage, Team
weightage and company weightage• Bonus earned: Revenue generating departments (i.e
Operations, Sales, MICE, CPP, GRE) can earn maximum 3 months bonus of gross salary
1
Bonus Policy (contd…)
• Bonus Earned: Support departments (i.e Accounts, HR, Administration and IT can earn maximum of 2 months gross salary)
• Eligibilty criteria : Confirmed employee as on March 31
• Scored a KRA rating of 3 and above• Scored performance rating of 3 and above.• Process• Bonus slab• Payout: Along with the salary of June
Coming Soon
Reward and recognition policy
Thank You…..