This document provides an overview of how to design and implement effective performance management systems and KRA sheets. It begins by establishing some ground rules for an effective learning webinar. It then introduces the speaker's background and experience in human resources. The core content discusses defining objectives with a focus on the "why", and establishing a performance management system framework that aligns individual and organizational goals. It proposes a model called the Light House Model that optimizes, quantifies, and rationalizes performance. The document concludes by noting that comprehensive coverage is not possible in a single session and encourages further learning and feedback.
Performance appraisal problems and solutionszonaharper2
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Performance appraisal problems and solutionszonaharper2
In this file, you can ref useful information about performance appraisal problems and solutions such as performance appraisal problems and solutions methods, performance appraisal problems and solutions tips, performance appraisal problems and solutions forms, performance appraisal problems and solutions phrases … If you need more assistant for performance appraisal problems and solutions, please leave your comment at the end of file.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
The role of the HR business partner is to make sure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership. There is less focus on administration, compliance, and management.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
The role of the HR business partner is to make sure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership. There is less focus on administration, compliance, and management.
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
Do you feel like you are the captain of your career, or more like a galley slave—chained to a job that you don’t like, or perhaps one that pays slave wages?
In this webinar professional recruiter, business owner and best-selling author Jack Molisani discusses short-term tactics and long-term strategies for increasing your corporate value—and thus your standard of living.
“My career has had its highs, its lows, and everything in between. I learned from each win and each challenge, and I’ll share my life- and career-changing realizations with you in this entertaining and informative session.
As a mentor once told me: ‘Learn from the success and failures of others—it’s faster than making them yourself!’”
Want to increase your standard of living?
View the slides to this webinar!
This workshop focuses on finding the employees that fit your organizational culture and values.We discuss four major steps in the recruiting process and how you can improve each of those steps in your own recruiting process to increase the quality of the candidates. By delivering skills and experience you are able to manage a recruiting process yourself and will find an employee that fit your organization and will stay for the company as long as possible.
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Performance management (PM) is a process of ensuring that set of activities and outputs meets an organization's goals in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks.
Similar to How to Design Effective PMS Systems and KRA Sheets (20)
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
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Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
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External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
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While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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How to Design Effective PMS Systems and KRA Sheets
1. How to Design & Implement
Effective Performance Management Systems
&
KRA Sheets
Akash Deep Sharma
CPHR, SHRM-SCP, CLSSBB, CSMP, MBA, BE Webinar : June 30th, 2021
2. Rules for Effective Learning
• Collective Responsibility
• One Person at a Time
• Rule of Thumbs Up and Hands Up
• Sit with a Clean Slate
• Take Notes and Draw the Structure of Webinar at your end
• Avoid Distractions to the Maximum Possible Extent
• Language (English & Hindi)
• Ask Whatever you want to ask
3. Introduce Myself and Idea of Audience
• 11 years of Experience into Strategic and Functional HR
• Biotechnology Engineer who refused to live as “Clerical Engineer”
• M. Tech drop out from TERI
• Worked in Organizations that were
• Family Driven as well as MNCs from Management Point of View
• Micromanaged as well as Macro-managed from Operations point of view
• In all 4 Strategic Environments i.e. Expansion, Saturation, Dis-investments and Turn-Around
• MBA in HR from Punjabi University, Patiala
• 1 Serious Certification at an Interval of every 2 years
• CPHR from CPHR Canada
• SCP from SHRM USA
• CLSSBBP from NASBA, USA
• CSMP from Symbiosis, Pune
• Certified Trainer from BC, UK
• Certified in HR Analytics and Auditing from Middle Earth HR, Delhi
• Certifications in Personality Assessment, OD & PMS Designing from KAS, CII
• Writer II Online Trainer II Public Speaker
• Been Into Textiles, QSR, Aviation, FMCG, Pharma, Chemicals, Auto
• Been to 6 countries, encountered multiple cultures
• Currently based in Canada working for an Indian Company as Head of their Strategic HR
Free Webinar
Objective is to share what I learned
• (TBS4) (something for someone somewhere, somehow)
I have experienced HR function to be in very regressive shape at
most of the places.
• An HR professional is simply not just a clerk, or a stand-
up comedian, or a call center guy or a draftsman
• He/she is a “Difference Maker” and a “Tangible
Contributor” in success as well as failure of an
organization
4. How to Design & Implement
Effective Performance Management
Systems
&
KRA Sheets
But have you ever thought why this
“How” is a challenge for you
5. You know who spend most of his/her time in
answering “Hows” of their life?
• Those who have chosen their “Objective” incorrectly
• Take example of some one who wants to become quickly famous
• What- To become a rock star
• How- Learning Guitar
• Spends rest of his life in figuring out “How to play Guitar”
• Take example of a politician who wants to be in power forever
• What- Become an immortal leader
• How- Improve life-style of your people
• Spends rest of his life in figuring out “How to improve people’s lifestyle”
• Take example of a kid who wants to have a rewarding career
• What- Become a Software Engineer
• How- Learn Coding
• Spends rest of his life in figuring out “How to improve people’s lifestyle”
6. • Usually, in life we always start with “WHAT”
• Then we spend rest of our life figuring “How”
• And in the end, if life permits, we ask ourselves
“Why”
• & That is Exactly where most of us fail or have
half-cooked success or have a dissatisfied success
in things that we do
• Because we climbed the ladder from WRONG
SIDE
• We never bother about investing time in most
important step i.e. “WHY”
• Take example of this Webinar
• Why this webinar, How this Webinar, What is this
webinar
• Why PMS, How PMS, What PMS
7. How to Design & Implement
Effective Performance Management Systems
&
KRA Sheets
Performance + Management + Systems
8. Performance + Management + Systems
• Performance, a taboo word, Example- Banking Systems, (F = M, E, A)
• Management = Plan, Direct, Integrate, Monitor, Control
• Systems = Policy + Procedure + Practice + Protocol + Self-Corrective
Therefore, a PMS is actually required to incorporate all these aspects in a single “mega-program” through
which it is ensured that everyone who is part of an organization works in 1 SINGLE DIRECTION (may not
necessarily always happen in positive side)
Example- “A terrorist Organization” or a “Virus”
Wonder or Disaster, that is why most of the organizations are neither
Without such system in place our organization suffer from “PPS” (Partial Performance Syndrome)
9. • In other words, PMS is a tool to apply organizations strategy in internal
environment down the line in greatest possible detail
• Now every organization has different strategy and different internal environment,
so design and application of this tool will also be different for different
organizations.
• That is exactly why we can't have a universal PMS Process (depends upon how big
your organization is, how mature it is, what it is doing, what it aspires)
• It is the WHY part through which we understand that we need to invent our
organization's PMS exclusively for ourselves
• We can't just copy some other organization's PMS and expect our systems to start performing
overnight.
• Fortunately, we have sme common frame-work concepts based on which you can customize
your organization's PMS model by yourself (as a researcher) & that is what we will learn in
“How” part
• Then in last at “What” part we can see what will specifically work for your organization in the
best possible manner.
10. How to Design
• I am assuming that you are the Designer or Part of Designing
• Invest a lot of time in interpreting WHYs of organization, understand the overall
business strategy, Organization's internal and external environment to list down thw
priorities applicable for your division/location/organization.
Methodology of Model
• Qualitative PMS Model (Small Size and Large Size)
• Quantitative PMS Model (Middle Size)
• Blended Models (Middle Size & Large Size)
Scale of Model
Scaler based, Likert Based, Anchored Based, RBCs based, KRA based, Balanced Score
Card Based etc
Flow of Model
• 90 Degree to 360 Degree spectrum of Process
Operation of Model
• Manual or Automated Processes
12. Performance Optimization, Quantification &
Rationalization (POQR)
• Qualitative PMS Part (How to develop ARS Based PMS System)
• Quantitative PMS Part (How to translate FARS part into KRAs and
how to work on KRAs)
• PLI Policy Part (For All after a hierarchy)
• PLI+ Policy Part (For Leaders)
Rationalization
of Performances
Quantification
of
Performances
Optimization
of
Performances
13. Concluding Note
• Topic is very huge, and we have juts touched the basic parts
• We can always have more detailed sessions based on your interest in such efforts
• My personal view is an HR professional must spend Rs 10,000/- in a year on his/her personal updation
or learning or motivation (Guys that just a large Pizza per Month)
• “Free Webinar”
• Paid, more personalized sessions with customized personal consulting at very economic pricing and certifications
• Please take time to go on my Linkedin Profile and leave your comments about how you liked the
session (Your 2 minutes may drive this for another 2 years) or you can right an e mail with your
comments.
• Copy of this session will be posted on my YouTube channel in next 3 days, channels' name is “Wisdom
Bells”, please go to the same, like, comment and share for other updates on next sessions.