Performance management System

KRA Setting

Flow of the Appraisal

Detailed Description

·         The CMD meets with the ED and BU Heads to set the company goals for the coming year.

·         The deliverables for each BU is discussed.

·         Once the deliverables are accepted by BU heads, the KRA’s and KPI’s are set for them.

·         The KRA’s and KPI’s are then set for the appraiser and appraisee.

·         Following their acceptance to the KRA’s and KPI’s, it is then frozen for the coming appraisal year.

·         Individual Development plan is then drawn up for the employees by Corporate HR and training calendar is made.

 

Performance Appraisal Process (Half yearly)

 

 

Detailed Description

·         The appraisee logs onto Vioneers and downloads the appraisal form.

·         Completes self rating against KRA and Competencies.

·         The Appraiser gives rating against KRA, Competencies and Values.

 

·         One on one discussion is complete and once rating is accepted by Appraisee, form is signed.

·         The form goes to reviewer for final rating (A,B,C or D). The KRA’s are revised by reviewer if needed.

·         The forms go to Vertical HR, who collates all the ratings and checks if it fits the Bell curve given by Corporate.

·         If the ratings deviate from Bell Curve, it is sent back to the reviewers for normalization.

·         The vertical HR sends final ratings to Corporate HR, where they attach costs to the appraisal and sends it to CMD for approval. After approval, the inputs are sent to Payroll for PLI and appraised salary updation and to Vertical HR to roll out letters.

Few suggestions from employees

1) The training program has to be conducted weekly once or twice to be made effective.

2) Technical training must be conducted.

3) Overall team spirit has to be improved.

 

RACI Model

 

RACI  MODEL FOR PEFORMANCE APPRAISAL			CMD	ED/BU Heads	Appraiser	Appraisee	Corportae HR	Vertical HR
S.no	Task/Activities
KRA Setting
1	Setting Company Goals		RA	C
2	KRA setting for BU Head		CI	RA
3	KRA setting for Appraiser			ACI	R
4	KRA setting for Appraisee			I	AC	R
5	Training need identification			I	RA	C
6	IDP						RA
Appraisal process
7	Self rating by Apraisee				AI	R
8	Rating by appraiser				RA	C
9	Rating by BU Head			RA	C
10	Normalization using bell curve			R			CI	A
11	Cost allocation		CI				RA
12	Letter generation		I				AC	R