Employee performance measurment.pptx

www.ratnagiriimpex.com
An ANNAPURNA group of company. An ISO 9001:2008 Certified Company
EMPLOYEE PERFORMANCE
MEASUREMENT

Measuring the performance covers the evaluation of the main tasks
completed and the accomplishments of the employee in a given time
period in comparison with the goals set at the beginning of the period.
Measuring also encompasses the quality of the accomplishments, the
compliance with the desired standards, the costs involved and the time
taken in achieving the results
Measuring employee performance is the basis of the Performance
appraisal processes and performance management. Accurate and
efficient performance measurement not only forms the basis of an
accurate performance review but also gives way to judging and
measuring employee potential.

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-assessments
Financial measures like the return on investment, the market share,
the profit generated by the performance of the team should also be
considered

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 and
performance 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.

The employees based only on one or some factors can provide with
inaccurate results and leave a bad impression on the employees as well as
the organisation. For example: By measuring only the activities in
employee’s 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 be used for measuring the
performance of the employee.

 Distribution of role profiles with KPA / KRA
 Activities break up on KRA/KPA
 Measurement chart – departmental head

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 PROFILE
DISTRIBUTION 50% (
pending )
Step -1

KRA / KPA
HR SYSTEM & CORPORITAZATION
RETAIN TALENT
DEVELOP TALENT
ATTRACT TALENT
1. MAN POWER REQ
2. CYCLE 30 DAYS
3. IND & TRAIN 10 D
ROLE PRO KRA –KPA
PHYSICAL
ENVORNMENT
CREATION
Step -2
1. TRAINING CAL -
JAN
2. TRAINING MET LIST
3. TRAINING SCHE. –
MONTHLY 1
4. EVALUATION
1. MOTIVATION :
MONTHLY PLAN
2. EMP CARRIER
PLAN
1. EVALUATION
PROCE
2. POLICY
IMPLEMETATION
3. EVENT
MANAGEMENT :
TIMELY
1. EVALUATION
MONTHLY –
KRA/KPI
2. AWARD / REWARD
3. DEVELOPING
COACHING, VALUE
ADDED BENEFITS
TO EMP

EMPLOYEE PERFORMANCE MEASURMENT CHART
SL NO MEASURES BASE % NEW %
IMPROVE
MENT WIGHTED RESULTS
1 Attract talent 25 20 20
2 Develop talent 25 18 18
3 Retain talent 20 15 15
4
Hr system &
Corporatization 20 16 16
5 Workplace practices 10 8 8
6
TOTAL BENEFIT 100 77 77 77%

Employee performance measurment.pptx

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Employee performance measurment.pptx