Most firms realizing the extent of subjectivity involved in trait-based appraisals and recognizing the need to promote perforiented

rather than merely trait orientation have started using a mixture of KPAs and attributes for assessment.

Performance analysis Is identification of facilitating and hindering factors in an individuals performance. It also helps in counseling, identifying devpt needs as well as in planning action for improving the performance situation by removing blocks being experienced by the appraisee. Phases of performance review and discussion Rapport building- generating confidence in the employee to open up and frankly share his perception, probs, concerns and feelings. Establishing a climate of acceptance is a necessary part of establishing rapport. 2. Employee should understand the situation, strength, weakness. Questions play a very imp role to explore several dimensions.. 3 Specific plans for action for the devpt of the employee PA leads to deciding rewards, transfers and other personnel

SUPPOSE THE CORPORATE OBJECTIVE for the or ganization is improve the company competitive positioning and productivity by 10%. HR DEPARTMENT OBJECTIVE FOR THE PERIOD IS -IMPROVE THE PRODUCTIVITY 10%.

KRAs, KPAs and KPI [shown in brackets ] for HR. KRA 1 -RECRUITMENT/ SELECTION KPA 1- RECRUITMENT [KPI= average time taken for recruitment per employee = 2 months] KPA 2 -SELECTION [ KPI = average cost per new employee = $ 10,000]

KRA 2- PERFORMANCE MANAGEMENT KPA 1 - PERFORMANCE APPRAISALS [KPI = all staff to be appraised at least once annually] KPA 2 -SUCCESSION PLANNING [ KPI = 8 POTENTAL staff to be identified and talent managed]

KRA 3 - BUILDING CAPABILITIES AND ORGANIZATION LEARNING KPA 1 - TRAINING [ KPI = average training hours per employee annually= 24 hours] KPA 2 - MANAGEMENT DEVELOPMENT [ KPI =average MD cost per employee annually= 16000 DOLLARS]

KRA 4 - WORKFORCE PLANNING/ DIVERSITY KPA 1 - ANSENTEEISM [ KPI = absent rate at 5%] KPA 2- TURNOVER [ KPI = turnover rate at 7%] KPA 3- DIVERSITY [ KPI = 3 FEMALES TO BE INDUCTED INTO MANAGEMENT CADRE]

 KRA 5- EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING KPA 1- HRIS [ KPI = finalize the software . $ 0.5 million capital budget]

STRENGTHS OF KRA Identifying KRAs helps individuals, Clarify their roles , Align their roles to the organizations business or strategic plan. Focus on results rather than activities. Communicate their roles purposes to others. Set goals and objectives. Prioritize their activities, and therefore improve their time/work management. Make value-added decisions

WEAKNESSES OF KRA -highly selective, and hence some areas could be neglected. -too focused, less development of other areas. -normally, it only makes 80% of the total job. - Less emphasis on process.