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Type: HR, Report if not a HR topic
Dear Vinod,
Thanks for such meaning ful response. Could you please through some light over efficiency management.
I am asked to make systems for Productivity Managment, Efficiency Management & Time Management. So I started with my own dept. to establish KRAs first than we can go ahead.
I can understand productivity management & time management, but clueless about efficiency management.
Could you please share your views on this??
Regards
Rashee
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Performance Appraisal Parameters for HR Manager
Type: HR, Report if not a HR topic
Posted 05-12-2010Reply
Dear All,
I am looking for Performance Appraisal for the assessment of HR Manager.
What are the parameters against which we can measure the performance of HR Manager.
I am suppose to design an appraisal format for HR functiona itself, so I need inputs from you. Management is specially focussing on measurable performance.
Apart from Recruitment & operational activity what are the KRAs which are measurable.
Regards,
Rashee
Dear Rashee,
You can cascade HR department KRAs from the organizational scorecards. But generally speaking, based on the responsibilities you can design the scorecard for HR department. For example: 1) To reduce the attrition by ---% by ____ (Timeline) 2) Employee Engagement Score ___% by (Timeline) 3) Recruitment cycle time 4) Training mandays, 5) No og grievances reduced by ( again Timeline) 6) More aggresive targets can be - No of (new) employees left during fisrt 2 years.
Afterall, you have to frame your scorecard based on your organizational requirement. You can also combine with this measurable some behavioural skills.
Thanks & Regards,
Vinod Bidwaik
http://vinodtbidwaik.blogspot.com
You can cascade HR department KRAs from the organizational scorecards. But generally speaking, based on the responsibilities you can design the scorecard for HR department. For example: 1) To reduce the attrition by ---% by ____ (Timeline) 2) Employee Engagement Score ___% by (Timeline) 3) Recruitment cycle time 4) Training mandays, 5) No og grievances reduced by ( again Timeline) 6) More aggresive targets can be - No of (new) employees left during fisrt 2 years.
Afterall, you have to frame your scorecard based on your organizational requirement. You can also combine with this measurable some behavioural skills.
Thanks & Regards,
Vinod Bidwaik
http://vinodtbidwaik.blogspot.com
Dear Rashee,
You can cascade HR department KRAs from the organizational scorecards. B... See Vinod's complete reply
You can cascade HR department KRAs from the organizational scorecards. B... See Vinod's complete reply
Dear Vinod,
Thanks for such meaning ful response. Could you please through some light over efficiency management.
I am asked to make systems for Productivity Managment, Efficiency Management & Time Management. So I started with my own dept. to establish KRAs first than we can go ahead.
I can understand productivity management & time management, but clueless about efficiency management.
Could you please share your views on this??
Regards
Rashee
Hi,
As I understand effeciency management is nothing but to ensure the optimum level of efficency of an employee. We can call it as productivity also. You can use the tools to find out the areas where employees is spending his time on non values added activities and elimate the same and focus more on value added activities.
There are differrent methods like MOST technique, TACT time, Time and motion and so on.
You may need to take the help of expert in this area.
Regards,
Vinod Bidwaik
http://vinodtbidwaik.blogspot.com
As I understand effeciency management is nothing but to ensure the optimum level of efficency of an employee. We can call it as productivity also. You can use the tools to find out the areas where employees is spending his time on non values added activities and elimate the same and focus more on value added activities.
There are differrent methods like MOST technique, TACT time, Time and motion and so on.
You may need to take the help of expert in this area.
Regards,
Vinod Bidwaik
http://vinodtbidwaik.blogspot.com
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