Performance Planning - Copy

Performance Planning : 

Performance Planning

What is it? And for Whom? : 

What is it? And for Whom? Systematic outlining of the activities that the manager is expected to undertake during a specified period so that he is able to make his best contributions to developmental and organisational outcomes. Provide a frame work Manager’s time management Contributions Emphasis on the activities by individuals.

Planning for individual : 

Planning for individual How did we perform last year? What influenced our performance? How can we improve? What new challenges can we undertake? How is the situation going to be this year? What new technologies and processes we want to introduce?

HOW : 

HOW Task Analysis KPA’s KRA’s Task and target Identification Activity Plans and Action Plans Goal Setting exercises

KPA/KPI : 

KPA/KPI “Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible. Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.

Some Examples : 

Some Examples Human Resource: employee loyalty, labor relation, compensation, training and development, recruitment etc. Sales: sales contact by telephone, shops and supermarkets management, customer loyalty, customer care etc. Marketing: Promotion, E-Marketing, Advertisement Production: material management, order management, productivity , quality , maintenance

Slide 7: 

Purchase: delivery on time , delivery is not enough quantity / quality, quantity bought over required, purchasing cost, cost of purchasing units, transaction cost unit of purchasing, suppliers rating. Finance: asset management, payroll management etc… Accounts: accounts payable management, accounts receivable management etc…

Some points in mind : 

Some points in mind Does it indicate what the appraisee has to do himself? Do they cover a large part of the job? Do they indicate priority areas? Are they challenging and stretch capabilities of the appraisee? Are they comprehensive? Do they specify the standards of performance? Are they realistic? Do they satisfy both the parties involved? Has adequate time being spent on identifying the KPA’s?

The Process : 

The Process Group of four to five persons to involve. Same roles different functions Draw exhaustive list of all the tasks Assign weightage Document and made available to employees Identify PA’s in line with organisational plans