How to Design Effective PMS Systems and KRA Sheets

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

11. The Light House Model ®

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)

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.

14. Your Questions and Discussions