HR Services1

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Friday, 25 January 2013

How to Build mature performance management system without any automation software?- Part 3- Giving weight-age to KRA.

How to Build mature performance management system without any automation software?- Part 3- Giving weight-age to KRA.

Weight-age of KRA:

Weight-age of each KRA is next important thing, which functional manager and HR manager should decide. One can keep following point in mind while deciding weight-age of KRA for each person.
  • ·    Organization objective : If any KRA is directly impacting organization objective then it should be given higher weight-age.
  • ·     Departmental objective : If any KRA is directly impacting departmental objective then it should be give higher weight-age after KRA impacting organization objective.
  • ·        Individual objective/ Other KRA : Individual objective should be given last place.
  • ·   KRA consuming more time should be considered important over KRA consuming less time. Still organization and departmental objective KRA will be on higher place.
  • ·        Total KRA weight-age should be 100%.

Example :

Assume, in our case, organization is in growth stage and its main concern is to hire quality manpower, then KRA weight-age recruitment KRA of HR Executive in above table i.e. Table 1, should be more, around 50%.

Keeping above points in mind, below is the weight-age of various KRA mentioned above:

Table 2:
Sub KRA- Detail
Weight age
Getting ER (Employee Requisition)
In case of new Profile Formulate JD along with HoD
Discussion with HoD for new Profiles
Searching profiles through Naukri, internal References etc
Telephonic Round
Align interviews and other coordination
Preparing Salary Chart and Salary Negotiation
Reference Check for Below Senior Executive Level
Offer letter issuance
Follow up for Acceptance of offer letter
Intimation to all Concerns about candidate acceptance
Monthly Job Profile Updation on Web Portal Check
Coordinating with Consultants

Employee Induction
Confirmation of Candidate Joining on DOJ
Joining Formalities (Documentation, Medical Certificate, Checking certificates)
HR Induction
Coordination for Asset, I Card, Access Card, Email id etc
Aligning with HOD
Department Induction of Candidate
Preparation of Appointment letters
Handing over all documents to Documentation in charge
Post Employment Verification of New Joinees
Bank Account Opening

Employee Wishes Mail
Birthday Mail, Wedding Anniversary Mail

Exit Formalities
Sending No Dues and Exit Interview form to Resigned Employee
Assisting Signing Authority from HR on No dues
Issuance of Relieving and Experience Letter

Miscellaneous Work
Warning, Disciplinary, Appreciation Letters
Coordinating of Monthly Performance Incentive distribution

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Mahabir Khatri said...

nice to read your is very helpful to both kind of employees technical and no per the technical perspective this blog works as analysis so that technical persons can understand the exact requirement of the HR automation tool.

Govind Singh Negi said...

Correct. Infact any automation tool or software can only work once you have basic flow of information and controls in place. If you have that understanding for a particular process then one can surely implement it through software

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