1 / 6

Prepared by : K Shyaam Sunder Désignation: CKO Date : 15/10/2011 Location : Chennai

Performance Management. Introspection. Prepared by : K Shyaam Sunder Désignation: CKO Date : 15/10/2011 Location : Chennai. Ramc o Name. | www.ramco.com. The Human Resources Sensitivities . Org. Specific. Industry. Specificity. Region (Geo). Global.

lucio
Download Presentation

Prepared by : K Shyaam Sunder Désignation: CKO Date : 15/10/2011 Location : Chennai

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Performance Management Introspection Prepared by: K Shyaam Sunder Désignation: CKO Date: 15/10/2011 Location: Chennai Ramco Name | www.ramco.com

  2. The Human Resources Sensitivities Org.Specific Industry Specificity Region(Geo) Global Vision and Negotiation delivered through Co-Creation Appraisals Workforce Planning Incentives Deployment Benefits Tax System Govt. Mandates Shrink-wrapped Implementation,delivered On-premise or as a Service Training Employee Data Life Events

  3. Automation in Human Resources… High Exceptions Horizontal Process

  4. Complexity in Delivery • The function and business agree on substantial issues • Propensity to customize • Maintenance becomes a customer specific issue • Potential value generation is high • Realm of Intl. Best Practices • Lobby for business acceptance. • Need to capture international benchmarks and contrast against them • Model should be flexible to evolve toward business specificity • “Best Practice” may not be the best fit (if consensus driven) • Eventual business acceptance should be the goal. • Processes should gather information that will help remove / resolve any subjectivity • Establish a clear to link to HR goals • Systems should be put in place to evaluate link to HR Goals • Data collection and analysis is mandatory to establish/evolve this “business driven” process. Consensus Best Practice Biz. Driven Function Driven

  5. Multiple Score Card Outcomes ProgressAppraisal Developmental Appraisal 360 Degree Appraisal Behavior PerformanceAppraisal Single Traits Evaluators Dimensions Performance Management Score Card Milestones Rating Competency Progress Incidents Based KPA/KRA Document Methods

  6. Going Forward: 9 Box Rating Performance Potential

More Related