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D. B.

Nimbalkar VP - CHRMC
KIRLOSKAR BROTHERS LIMITED

Agenda

Introduction
Objectives Performance planning and review form Components of the system People involved in the process & their roles & responsibilities

KIRLOSKAR BROTHERS LIMITED

Introduction

KIRLOSKAR BROTHERS LIMITED

Objectives - For Employees:


Understand own role better and become more effective on the job. Come to know of the expectations Enhance satisfaction through a participatory process Gain insights into own competencies in relation to the job, and prepare for future roles. Provide an opportunity for introspection and self evaluation Provide an opportunity to communicate own achievements and difficulties faced. Realize own training and development needs, and plan for them accordingly. Serve as a mechanism for improving communication with supervisors. KIRLOSKAR BROTHERS LIMITED

Objectives - For Reporting Officers


Inspire subordinates, provide information to them and guide them in their work planning. Communicate expectations to subordinates, and clarify their job/role. Provide an opportunity to allocate work amongst subordinates as per their capabilities. A Mechanism for conscious, systematic analysis of the performance of the subordinate. Serve as a channel for improving interaction and communication with subordinates. Provide an opportunity to receive feedback on supervisory/managerial styles and other attributes from subordinates.

KIRLOSKAR BROTHERS LIMITED

Objectives - For Reviewing Officers


Significant tool for having a better understanding of what is

happening in the department.


Data gathered could be used to initiate group/team level performance improvements plans within the department.

Use information to improve performance by planning


redeployment, rotations, etc of subordinates within the department/function.

Guide subordinates on the basis of feedback received on their


style of functioning.

KIRLOSKAR BROTHERS LIMITED

Objectives - For the Organisation

Serve as a mechanism for improving upward and downward communication the organization. Monitor performance of individuals and groups in the organization. Provide information and data that is useful in making critical decisions about promotions, compensation, redeployments, training and development, career planning etc. Create accountability and a performance based culture in the organization. Act as a culture building tool by:
helping Employees to internalize norms, culture & values of the Organisation. Ensuring individual goals are in congruence with organizational goals. Promoting behavior and activities that help in realizing the vision of the Company.

Makes available a credible data base on an Employee.

KIRLOSKAR BROTHERS LIMITED

Objectives - For Human Resources Department


Provide information and data to all concerned, that is useful in

making critical decisions about promotions, compensation,


redeployment, training and development etc. Ensure uniformity in the review process, so that all Employees are rated in a uniform manner, and the ratings are comparable. Provide inputs on how to train and develop Employees in the organization. Use the system as a culture building tool..

KIRLOSKAR BROTHERS LIMITED

Components of the System

Key Result Areas (KRAs)


FUNCTIONAL KRAs
ORGANISATIONAL KRAs

Attributes & Competencies

Overall Rating of Performance


Signatures and Comments Training Needs Assessment

KIRLOSKAR BROTHERS LIMITED

People Involved in the Process, their Roles & Responsibilities


Employee: All employees, whose performance is to be planned, developed, reviewed and managed. Reporting Officer :Immediate supervisor of the Employee. Reviewing Officer: Supervisor of the Reporting Officer. A head of Function (HOF). Human Resources Department:

KIRLOSKAR BROTHERS LIMITED

Implementation
Process :

1.

It is mandatory to do the Performance Planning & Review for all the regular Employees of the Company.

2. 3.

The period will be financial year i.e. April-March, every year. HR Department shall send the Performance Planning & Review Forms to concerned Reporting Officers under advise to Reviewing Officers by March 15, every year.

4.

The process is to be completed by May 15, every year, and form to be sent to HR department.

KIRLOSKAR BROTHERS LIMITED

Implementation
5. Initial discussion between the Reporting Officer and the Employee to understand and identify Employees KRAs for the year. Reporting Officer sets KRAs for the Employee and sends them to the Reviewing Officer for his approval.

6.

7.
8.

Reporting Officer communicates KRAs to Employee and sends them to the Reviewing Officer for his approval.
Training Needs are identified and discussed by the Reporting Officer. The training Needs Assessment form sent to the HR department duly approved by the Reviewing Officer along with a Photocopy of the KRAs for the review period.

KIRLOSKAR BROTHERS LIMITED

Implementation
9. Reporting officer has the primary responsibility for the annual Performance Review of the Employee. The Review Form is to be filled in using ink/ball point pen.

10. The Reporting Officer will discuss the Performance Review with the employee upto Section III of the Form and obtain his signature. 11. The form is then submitted to the Reviewing Officer who forwards it to the HR department after giving his comments and signature. 12. In case of any disagreement, Reporting Officer shall arrange a joint meeting between Employee, Reporting Officer and Reviewing Officer to resolve the differences. Decision of the Reviewing Officer will be final. KIRLOSKAR BROTHERS LIMITED

Implementation
9. In the event of the Employee being transferred to another department during the review period, The Reporting Officer will do the review of the Employee upto that period and new KRAs will be set for the Employee by his/her new Reporting Officer for the remaining review period.

KIRLOSKAR BROTHERS LIMITED