Employee Performance Measurment (1)

7/29/2019 Employee Performance Measurment (1)

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www.ratnagiriimpex.com

An ANNAPURNA group of company. An ISO 9001:2008 CertifiedCompany

EMPLOYEE PERFORMANCEMEASUREMENT


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Measuring the performance covers the evaluation of themain tasks completed and the accomplishments of the

employee in a given time period in comparison with the goalsset at the beginning of the period. Measuring alsoencompasses the quality of the accomplishments, thecompliance with the desired standards, the costs involvedand the time taken in achieving the results

Measuring employee performance is the basis of thePerformance appraisal processes and performancemanagement. Accurate and efficient performancemeasurement not only forms the basis of an accurate

performance review but also gives way to judging andmeasuring employee potential.
http://appraisals.naukrihub.com/http://appraisals.naukrihub.com/


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Measures

Organizational outcomes or the achievement of

organizational goals

should also be kept in mind

Focus on accomplishments and results rather than on

activities

Also take note of the skills, knowledge and

competencies and

behaviours of the employees that help the organisation to

achieve its

goals

If possible, collect the feedback about the performance

of the

employees through multi-point feedback and self-


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Performance Measurement :

For an organisation to be an effective organisation and to

achieve its goals, it is very important to monitor or measure its

and its employee performance on a regular basis. Effective

monitoring and measuring also includes providing timely

feedback and reviews to employees for their work andperformance according to the pre-determined goals and

standards and solving the problems faced. Timely recognition of

the accomplishments also motivates the employees and help to

improve the performance.
http://appraisals.naukrihub.com/performance-review.htmlhttp://appraisals.naukrihub.com/performance-review.html


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The employees based only on one or some factors can providewith inaccurate results and leave a bad impression on the

employees as well as the organisation. For example: By

measuring only the activities in employees performance, an

organization might rate most of its employees as outstanding,

even when the organisation as a whole might have failed to

meet its goals and objectives. Therefore, a balanced set of

measures (commonly known as balanced scorecard) should beused for measuring the performance of the employee.


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Distribution of role profiles with KPA / KRA

Activities break up on KRA/KPA

Measurement chart departmental head


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KRA/KPA:

Distribution &Circular to HOD

SERVICE DEPARTMENT

HR & ADMIN DEPARTMENT

WH EQUIPMENTS DEPARTMENT

SALES DEPARTMENT

BACK END SALES DEPARTMENT

WH SPARES DEPARTMENT

ACCOUNTS DEPARTMENT

100%

90%

50%

100%

80%

100%

80%

ROLE PROFILE TRAINER ( Pending )

ROLE PROFILEDISTRIBUTION 50%( pending )

Step -1


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KRA / KPA

HR SYSTEM & CORPORITAZATION

RETAIN TALENT

DEVELOP TALENT

ATTRACT TALENT

1. MAN POWER REQ2. CYCLE 30 DAYS3. IND & TRAIN 10 D

ROLE PRO KRA KPAPHYSICALENVORNMENTCREATION

Step -2

1. TRAINING CAL -JAN

2. TRAINING MET LIST3. TRAINING SCHE.

MONTHLY 14. EVALUATION

1. MOTIVATION :MONTHLY PLAN

1. EMP CARRIERPLAN

1. EVALUATIONPROCE

2. POLICYIMPLEMETATION

3. EVENTMANAGEMENT :TIMELY

1. EVALUATIONMONTHLY KRA/KPI

2. AWARD / REWARD3. DEVELOPING

COACHING, VALUEADDED BENEFITSTO EMP


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EMPLOYEE PERFORMANCE MEASURMENT CHART

SL NO MEASURES BASE % NEW %IMPROVEMENT WIGHTED RESULTS

1 Attract talent 25 20 20

2 Develop talent 25 18 18

3 Retain talent 20 15 15

4Hr system &

Corporatization 20 16 16

5Workplace

practices 10 8 8

6

TOTAL BENEFIT 100 77 77 77%

Employee Performance Measurment (1)

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