The document outlines a KRA-based performance appraisal system that emphasizes measurable key result areas (KRAs) and key performance indicators (KPIs) for evaluating employee performance and setting growth goals. It details the appraisal cycle, which includes self-assessment, managerial review, and mid-year evaluations, highlighting the importance of behavioral attributes in overall performance. Additionally, it discusses the criteria for bonuses and recognition based on performance ratings, linking employee development to organizational objectives.

1. KRA BASED
KRA BASED
PERFORMANCE
PERFORMANCE
APPRAISAL SYSTEM
APPRAISAL SYSTEM

2. Flow of the presentation
• Overview-Performance Appraisal System
• Basics - KRA - Key result areas &
KPI - Key performance indicator
• KRA derivation process
• Tamarind Individual KRA System
• KRA based Performance Appraisal Cycle
• Appraisal Feedback and it’s utilization
• Recap

3. Performance Appraisal
• Annual Activity with mid-year reviews
• Two way evaluation process of employee
performance.
• Measures performance during the year,
setting up future goals.
• Basis for decision –growth in terms of
Remuneration, Promotion, training.
• Identify potential for additional and higher
roles and responsibilities

4. Why KRA based Performance
Appraisal?
Don't measure yourself by what you have accomplished,
Don't measure yourself by what you have accomplished,
but by what you could have accomplished with your
but by what you could have accomplished with your
ability.
ability.
• Focused growth path
Focused growth path
• Better monitoring with growing times
Better monitoring with growing times
• Bench mark against global standards
Bench mark against global standards
• Scientific methodology of evaluation
Scientific methodology of evaluation
towards standardization and fairness of the
towards standardization and fairness of the
Appraisal Instrument
Appraisal Instrument

5. Meaning: KRA
• Key Result Area
• Identified out of the day to day routine
activities
• Primary Job objectives or Major Goals
• Outcomes or Expectations of a Job
Position
• Groups relevant activities under one
cluster forming a KRA

6. Meaning: KPI
• Activity/Assignment /Process to accomplish the
main Goal/KRA.
• Process and procedure done on daily basis i.e.
routine nature
• Sub Activity/s under each KRA
– Eg;- KRA- Increase profit per file
» KPI 1- Get competitive rates
» KPI 2- Effective Negotiation with the parties
• There can be more than one KPI under a KRA

7. How KRA are derived ????
Mission and Vision derived
Individual
KRA
Individual
KRA
Individual
KRA
Organization Objective
Management Goals
Dept Goal / Manager KRA

8. What do “I” do ??????
Fulfill
Customer
requirements
Support
Function
Hotel
Booking
Leisure
Transfers

9. Tamarind Individual KRA (TIK)
Score break- up
80%
20%
A. Target
i.e. Achievement of
goals
B. Critical Behavioral
Attributes
i.e. on the job behavior
Contd…

10. KRA 1
Achieve and
Surpass the GOP
KRA 2
Error Free
Operations
KRA 3
Compliance
Target Score CBA Score
TIK Score
KPI 1
Costing
80% 20%
100%
KPI 2
Follow Up
KPI 3
Negotiation

11. •Service oriented Industry
•One organization- One Set of values
•Differentiation factors - Personal Touch
•Higher the responsibility, more
emphasis on behavioral skills
•Better the interpersonal skills, better the
growth prospects
•Long Term success Mantra
Significance of behavioral
Attributes

12. Why Measure Behaviour
• Communication on phone, email, chat is the mainstay of
our business
• Say the right thing the right way – negotiate, convince
and convert.
• Relationships determine your business
• We cannot work in isolation - team work is important
• Display of responsibility and leadership determines the
leaders for the future
• Keeping abreast of the market environment is essential
to distinguish leaders from followers
All the above results in growth of business for the
company and an edge over the rest, for the individual.

13. B. Critical Behavioral
B. Critical Behavioral
Attributes
Attributes
=
=
20% of TIK
20% of TIK
Relationship Building
and managing
Time Management
Result Orientation
Communication
Leadership
Team Management Client Orientation
Business Acumen

14. KRA should be……..
SPECIFIC – KRA’s should be specific and logical.
MEASURABLE – KRA’s should be quantifiable and
measurable.
ACHIEVABLE – KRA’s framed should be achievable.
RELEVANT– KRA’s should be associated to job.
TIME BOUND – KRA’s framed should be defined for a
specific period

15. Process
Rewards,
Corrective steps,
New Targets
Final
Performance
Appraisal
Mid-year
Review
& advise
Performance
Appraisal
Cycle
KRA is set

16. KRA based Appraisal form- Page 1
(Sample)
Name:
Emp. No:
Designation:
Department:
Date of Joining:
Rating Performance Variable
1 Unsatisfactory
2 Average
3 Good
4 Excellent
5 Outstanding
Signature of the
Appraisee
(after self rating)
CBA Score (Section 2) 0.00
TIK Score (Section 1) + (Section 2) 0.00
Signature of the
Appraiser
(after Appraisal)
Signature of the Reviewer
(after Moderation)
(To be filled by Appraiser in conjunction with the reviewer after the review discussion with Appraisee
Indicate specific remarks pertaining to the Appraisee’s performance, future prospect, Weaknesses and Training needs.)
PERFORMANCE SUMMARY:
Final KRA Score
Target Score (Section 1) 0.00
Performs at a fairly poor level in terms of output, quality and timeliness (50% and below)
Performs at an average level in terms of output, quality and timeliness (51-70%)
Performs at a fairly above average level in terms of output, quality and timeliness (71-90%)
Performs and Delivers the required level of output, quality and timeliness (91-99%)
Performs and Exceeds the required level of output, quality and timeliness (100% and above)
Performance Appraisal Feedback ( to be filled by Appraiser)
Reviewer:
Rating Parameters
Quantitative Achievement
Senior Consultant - Sales Last Increment:
Sales Appraiser:
Review Period 1st April 2012 till 31st march 2013
Last Promotion:

17. KRA based Appraisal form- Page 2
(Sample)
Section 1: Target Score (80% of the TIK Score)
Sr KRA Performance Indicators
Measure
(Targets/
Deadlines)
Achieved
(To be
filled by
self)
Weightage
(A)
Self
rating
Appraiser's
Rating (B)
Weighted
avg score -
WA=
(A*B)/100
Comments
1
Increase sales
and market
share
Achieve and Surpass the GOP
targets
40
0.00
Recognize and grow new
business segments and clients.
10
0.00
Effective sales plan and
implementation, to increase the
existing and new client
business
5
0.00
Timely and result-oriented
reporting, and follow-up
internally and externally
10
0.00
Develop strong relationships
within the team, and with clients
and vendors
10
0.00
Constant upgradation of
product knowledge and
effective use in sales calls
10
0.00
2
Compliance of
Laid down
Policies and
Procedures of
the company
Adherence to all the
organization's policies, rules
and procedures. 5 0.00
Compliance of credit policy with
regards to non- credit clients /
agents
10 0.00
Aggregate Total ( sum of WA)/ No. of KPIs 0.00
Target Score =Aggregate Total x 80 / 100 0.00

18. KRA based Appraisal form- Page 3
(Sample)
Section 2 : Critical Behavioral Attributes (CBA) (20% of the TIK Score)
Critical attributes are those behavioral characteristic identified by the organization which are important to achieve one's present role and develop oneself for future role
requirement..
Sr ATTRIBUTES (Behavioral Characteristics/ Factors/Traits/Qualities)
RATING SCORE (1 to 5)
Self
( A )
Appraiser
( B )
Comments
1
Communication Skills
2 Relationship Maintaining & Building
3 Time Management
4 Client Orientation
5 Results Orientation
6 Teamwork
For Assistant Managers & Above
7 Leadership
8 Business Acumen
Aggregate Total ( sum of individual Bs)/ No. of CBAs 0.00
CBA Score = Aggregate Total x 20 / 100 0.00

19. Appraisal Procedure
• Employee Details
• Self Appraisal by the Employee
• Appraisal by the Immediate Reporting
Manager
• Moderation by the Reviewer i.e. Profit Center
Head
• Data collection and analysis by HR
• Decisions taken
• New KRAs set based on the data

20. Bonus Policy
• Scope: Covers all the confirmed employees
• Applicable for the F.Y. 1st
April to 31st
March
• Purpose: To reward employees for their contribution
• Eligibility: Junior consultant and above
• Bonus amount will correspond to performance rating
• Rating components: Employee weightage, Team weightage
and company weightage
• Bonus earned: Revenue generating departments (i.e
Operations, Sales, MICE, CPP, GRE) can earn maximum 3
months bonus of gross salary
 1

21. Bonus Policy (contd…)
• Bonus Earned: Support departments (i.e
Accounts, HR, Administration and IT can earn
maximum of 2 months gross salary)
• Eligibilty criteria : Confirmed employee as on
March 31
• Scored a KRA rating of 3 and above
• Scored performance rating of 3 and above.
• Process
• Bonus slab
• Payout: Along with the salary of June

22. Coming Soon
Reward and recognition policy

23. Thank You…..