Key Result Areas and Performance Based Appraisal System | Performance Appraisal | Goal

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

TRAINING PRESENTATION KIT

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Chapter-1.0 CONTENTS OF KEY RESULT AREAS AND
PERFORMANCE BASEED APPRAISAL SYSTEM TRAINING PRESENTATION
No of slides: 240 The entire presentation kit has 2 main directories as below. Key Result Areas (KRA) and performance based appraisal system

Literature (Word Files)

Presentation (Power point Slides)

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

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

Work Shop 1 Work Shop 2 Work Shop 3

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Page 1 of 6

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

Buy: http://www.globalmanagergroup.com/KRA.htm
PART-1 Topic wise Number of slides in Presentation Part A Programs Sr. No. Title of Slides 1. Overview 2. Goal setting 3. Performance measurement 3.1. Conducting performance evaluations 4. Goal slogans Key result areas based performance 5. Appraisal process (KRA) 6. Tips for performance measurement 7. Mid term review and performance records Part –B Workshop Sr. No. Title of Slides 1. Workshop 1 2. Workshop 2 goal of departments 3. Workshop 3 team objectives 4. Workshop 3.1 engineering 5. Workshop 3.2 process 6. Workshop 3.3 service sector Total No. of Slides 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 No of Slide 17 46 29 30 08 43 16 04 No of Slide 09 15 08 07 07 04 243

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.
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M128- DEMO OF KEY RESULT AREAS (KRA) AND PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT

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

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

Buy: http://www.globalmanagergroup.com/KRA.htm
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. 1. 2. 3. 4. 5. 6. 7. Sample –1 Sample-2F/qms/05 F/qms/10 Sample-1 to 3 & form 1&2 Workshop1to 3 Contents. Overview of performance appraisals Goal setting Performance appraisal methods Methodology to select performance measures Conduct performance appraisal Performance measurement as a process Ten biggest mistakes people make in managing organisational performance Employee feedback Goal setting questionnaire Quality objectives Continual improvement plan Performance appraisal form samples

Workshop 1 To Workshop 3

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Page 4 of 6

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

Buy: http://www.globalmanagergroup.com/KRA.htm
Chapter-2.0 About Company
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:
Personal involvement & commitment from first day Optimum charges Professional approach Hard work and update the knowledge of team members 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 1. 2. 3. 4. 5.

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

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Chapter-3.0 USER FUNCTION
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.

• • • •

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Key Result Areas( KRA) and Performance based Appraisal System
Product Code: M128 www.globalmanagergroup.com

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Performance Management Cycle

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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?
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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.

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Goals
Distinctive Capability Market / Product / services

Performance targets

Action program

Com pany purp ose

Identify

People

Efficiency

Company specific

• The strategic business planning frame work
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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.
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Why is Performance Measured?

• Developmental reasons
– How might a performance appraisal contribute to an individual’s development? • Administrative reasons – How might a administrative functions? performance appraisal serve

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
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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?

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Guide lines for effective appraisal Interview
Select a good time Minimize interruptions Welcome, set at comfort (ease). Start with some thing positive Ask open ended questions to encourage discussion Listen Manage eye contact and body language Be specific Rate behaviour, not personality Lay out development plan Encourage sub ordinate participation Complete form set mutually agreeable goals for improvement End in a positive, encouraging note Set time for any follow up meetings
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TIER -1 PERFORMANCE AREA
KRA VI (200 Points individual assignments Special Project Assignment Value addition Cost saving innovative ideas Note : It’s a specific task /assignment, which helps in distinguishing amongst individuals in order to acknowledge & reward individuals performance.
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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
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Forms and Records required in Performance appraisal system

1. Employee feedback/goal setting form 2. Performance objective monitoring form (Monthly/quarterly) 3. Continual improvement plan 4. Support records for performance indicators / Performance diary 5. Performance appraisal form

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

Buy: http://www.globalmanagergroup.com/KRA.htm
Chapter-4.0 BENEFITS OF USING OUR TRAINING KIT
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

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