PERFORMANCE MEASUREMENT Performance measurement is generally defined as regular measurement of outcomes and results, which generates reliable data on the effectiveness and efficiency of programs.

WHY TO MEASURE PERFORMANCE Measuring performance is a vital part of assessing the value of employee and management activities. Performance should be measured based on an employee's overall impact, cost efficiency, effectiveness, and ability to implement best practices Organizational performance based on internal objectives and external competition should be measured using the metrics of margins, growth, market share, and customer satisfaction.

HOW TO MEASURE PERFORMANCE OF EMPLOYEE ? SET AND DEVELOP THOSE OBJECTIVES ESTABLISH KRA’S SET GOALS OR OBJECTIVES PERIODIC REVIEW AND FEEDBACK DEFINE SMART TARGETS WITH METRICS ASSESS PERFORMANCE SUPPORT AND EXCHANGE PERFORMANCE FEEDBACK

GOAL SETTING FUNDAMENTALS Set goals or objective Objectives are statements of intent to achieve specific business results or critical outcomes GOAL SETTING FUNDAMENTALS KRA – Principle of prioritizing, concentrating – what habits do I need to cultivate to practice this principle Goals, Objectives, Targets – Outputs, Deliverables. Measures of Performance – 1. choosing appropriate measures 2. using multiple measures 3. line and service measures Time standards for each deliverables

Set and develop those objectives The process helps all employees to understand how they contribute in helping the organization achieve its objectives and where they fit in the organization. Set and develop those objectives

Support and exchange performance feedback Feedback helps in improving the performance There is a monthly connect calendar which helps in taking the feed back accurately Excellent Good Average Poor

PERFORMANCE METRICS – HR

KEY HR DELIVERABLES IN MANUFACTURING UNITS WORKFORCE AND SKILLS SKILL INVENTORY SKILL GAP ANALYSIS MULTI SKILLING INDEX TALENT FILL PRODUCTIVITY PARAMETERS PRODUCTIVITY INCENTIVES ACTIVITY MAPPING EMPLOYEE PRODUCTIVITY

TALENT MANAGEMENT EMPLOYEE CONNECT ACTIONS EMPLOYEE COMMUNICATION ONBOARDING EXIT ANALYSIS ATRITION CONTAINMENT DIVERSITY REWARD AND RECOGNITION (SPOT, INDIVIDUAL AND TEAM ) PERFORMANCE MANAGEMENT ROLE AND RESPONSIBILITIES KRA AND GOAL SETTING PERFORMANCE APPRAISALS AND REVIEWS

PERFORMANCE IMPROVEMENT PLANS ( PIP ) DEVELOPMENT TRAINING LEADERSHIP PIPELINE TRIGGERS EMPLOYEE DISCIPLINE AND COMPLIANCES DISCIPLINE MANAGEMENT ( ENQUIRIES ETC ) STATUTORY COMPLIANCES AND AUDITS

SOME QUESTIONS TO PONDER ……. WHO ARE MY COMPETITORS ? WHAT IS MY FACTORY CULTURE ? WHAT ARE THE KEY QUALITIES THAT I SHOULD ALWAYS LOOK FOR WHILE SELECTING PEOPLE FOR MY FACTORY ? WHAT IS THE TURN OVER OF MY FACTORY ? IF MY FACTORY IS MAKING ITEMS FOR USE IN ANOTHER FACTORY, HOW IS THE TURN OVER IN MY FACTORY CALCULATED ( BECAUSE MY GOODS ARE NOT SOLD IN THE MARKET OUTSIDE )? WHAT IS THE DIFFERENCE BETWEEN BOTTOM LINE AND TOP LINE ? HOW IS MY HR INFRASTRUCTURE ? HOW TECH SAVVY AM I AS A HR PERSON ? WHAT ARE THE ELECTRONIC SOURCES OF TALENT ? HOW INNOVATIVE AM I ?