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SOP (Performance Management System)

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583 views2 pages

SOP (Performance Management System)

Uploaded by

hr.cooldeckindustries
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Key Area: Human Resource Management

HR Policy No.: 09
Systems.
Sub Key Area: Performance Management
Authorized By: Head- HR
System.

I PERSPECTIVE:

To provide for a policy framework so as to bring greater validity and reliability to the
measurement of the performance of employees and also to assess their development needs for
superior and stretch performance.

II POLICY:

2.1 The company is committed to fostering a performance oriented work culture and for
this it will strive towards setting up an effective and ongoing Performance
Management System.

2.2 The Performance Management System will have four major area of emphasis.

 Performance planning exercises at the individual, functional, divisional and


organizational level.
 Performance review.
 Potential for further growth.
 Career development.

2.3 The PMS shall revolve around measurable results to the extent possible.

2.1 The entire exercise of performance evaluation shall be objective, fair, free of personal
prejudice and consistently constructive.

III. PRACTICES

3.1 Performance planning exercise shall start by 15 th January every year. Based on roles
& responsibilities and job description of team members, the Key Result Areas (KRAs)
for the next Financial year will be worked out by the departmental head and the
employee.

3.2 The departmental heads shall submit the JD (Job description) and KRAs (Key Result
Areas) of their team members to the management latest by 15th March every year.

3.3 These Key Result Areas will form the basis of overall performance targets of
employees for upcoming Financial Year.

3.4 The performance plan and established KRAs will be reviewed half yearly i.e. in the
months of September and March.
3.5 The first half yearly review (due in Sept.) will be done by the departmental head along
with the employee.

3.1 For second review, the HR department shall send the Performance Evaluation Form to
the Departmental Head in the last week of March.

3.7 The performance evaluation form shall comprise of self- evaluation (to be filled in by
the appraisee) and L1 / L2 review (to be filled in by his Immediate superior and
departmental head).

3.8 The appraisee should make an honest self-evaluation before having a discussion with
the superior. Subsequently, the superior shall call the appraisee for the performance
review meeting and discuss performance at length and record the conclusions of the
discussion.

3.9 The assessment must be based on performance and behavior on job, which requires
specific facts to be recorded before arriving at qualitative evaluation of employees.

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