M128- DEMO OF KEY RESULT AREAS (KRA) AND

PERFORMANCE BASED APPRAISAL SYSTEM

TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm
Chapter-1.0 CONTENTS OF KEY RESULT AREAS AND
PERFORMANCE BASEED APPRAISAL SYSTEM TRAINING
PRESENTATION
No of slides: 240
The entire presentation kit has 2 main directories as below.
Key Result Areas (KRA) and performance based appraisal system

Literature Presentation
(Word Files) (Power point Slides)

ƒ Cover page ƒ 01. Overview

ƒ 01 Overview ƒ 02. Goal setting
ƒ 02 Goal setting ƒ 03. Performance appraisal
ƒ 03 Performance appraisal system and system
types of performance appraisal ƒ 04. Conduct performance
appraisal system ƒ Work Shop 1
ƒ 04 Methodology
ƒ 05. Goal slogans ƒ Work Shop 2
ƒ 05 Conduct performance appraisal
ƒ 06. Key result areas ƒ Work Shop 3
ƒ 06 Performance measurement as a
process ƒ 07. Tips for performance
ƒ 07 Ten biggest mistakes measurement
ƒ 08 Sample formats and templates for and mistakes people makes
performance appraisal ƒ 08. Mid term review and
performance appraisal
records

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 M128- DEMO OF KEY RESULT AREAS (KRA) AND
PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm
PART-1 Topic wise Number of slides in Presentation
Part A Programs
Sr. No. Title of Slides No of Slide
1. Overview 17
2. Goal setting 46
3. Performance measurement 29
3.1. Conducting performance evaluations 30
4. Goal slogans 08
Key result areas based performance
5. 43
Appraisal process (KRA)
6. Tips for performance measurement 16
7. Mid term review and performance records 04
Part –B Workshop
Sr. No. Title of Slides No of Slide
1. Workshop 1 09
2. Workshop 2 goal of departments 15
3. Workshop 3 team objectives 08
4. Workshop 3.1 engineering 07
5. Workshop 3.2 process 07
6. Workshop 3.3 service sector 04
Total No. of Slides 243

PART-A Presentation: -
Under this directory further files are made in power point presentation as per the
chapter listed below. Such ready-made PowerPoint slides are useful for
conducting in-house training program by you.
• Topic wise Power Point presentation in 10 modules as listed below.
1. Overview to performance based appraisal system
Because of the varied nature of the jobs and activities encompassed by the human resource
system, it is expected that performance appraisal processes will be developed or adapted to fit the
unique purpose and operating environment of each unit. The overall goals of performance
appraisal are met by processes.
2. Goal setting
Once an organization has decided what business it is in, it can focus on its goals, aims, and
objectives. Business objectives are precise statement of intent which emphasized the aims and
goals of organizations.
3. Performance appraisal system and types of performance appraisal
A theory about different types of performance appraisal system is described. The process of
performance appraisal and identifying training needs were covered, and finally the evaluation
process was outlined.

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 M128- DEMO OF KEY RESULT AREAS (KRA) AND
PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm
4. Conduct performance appraisal system
It describes the complete performance appraisal process and what to do before performance
appraisal, during meeting and after performance appraisal.. Almost every meeting employs some
kind of brainstorming event, but there’s one meeting that really should leave it off the agenda: the
performance measure selection meeting.
5. Goal slogans
About the slogan of Goal for how to achieve the Goal and very good slogans on goals to motivate
staff on goals.
6. Key result areas
It covers essence, how it works, performance Ares tier-1 and tier-2, 360-degree appraisal
for manager and above, performance diary and how to fill it, process flow parameters and
example.
7. Tips for performance measurement and mistakes people makes
About Ten biggest mistakes people make in managing organisational performance like rely just on
financial statements, look only at this month, last month, year to date etc.

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 M128- DEMO OF KEY RESULT AREAS (KRA) AND
PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm
PART-B. Literature: -
It is given in word. You may also use it for further reading and circulations within
audience, also this topic covers write up for the ready reference to the trainer as
well as participants for understanding and reading.

Chapter No. Contents.

1. Overview of performance appraisals

2. Goal setting

3. Performance appraisal methods

4. Methodology to select performance measures

5. Conduct performance appraisal

6. Performance measurement as a process

Ten biggest mistakes people make in managing organisational

7.
performance

Sample –1 Employee feedback

Sample-2- Goal setting questionnaire

F/qms/05 Quality objectives

F/qms/10 Continual improvement plan

Sample-1
to 3 & form Performance appraisal form samples
1&2

Workshop-
Workshop 1 To Workshop 3
1to 3

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 M128- DEMO OF KEY RESULT AREAS (KRA) AND
PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm

Chapter-2.0 About Company

Global manager group is a progressive company and promoted by a group of qualified

engineers and management graduates having rich experience of 20 years in ISO
consultancy and management areas. The company serves the global customers through
on-site and off-site modes of service delivery systems. We offer a full range of consulting
services geared towards helping all types of organizations to achieve competitiveness,
certifications and compliance to international standards and regulations. So far we had
more than 900 clients in more than 35 countries. Our ready made training and
editable document kit helps the client in making their documents easy and make
them complying to related ISO standard faster.

1. Our promoters and engineers have experience of more than 900 companies globally
for management training, ISO series consultancy. We had clients in more than 35
countries.
2. Highly qualified 40 team members (M.B.A., Degree engineers) and owner is having rich
professional experience (since 1991).
3. We have 100% success rate for ISO series certification of our clients from reputed
certifying body and branded image and leading name in the market.
4. Suggest continual improvement and cost reduction measures as well as highly
informative training presentations and other products gives payback within 2 months
against our cost.
5. So far more than 50000 employees are trained by us in ISO series certification.
6. We had spent more than 60000 man-days (170 man years) in preparing ISO
documents and training slides.

Global Manager Group is committed for:

1. Personal involvement & commitment from first day
2. Optimum charges
3. Professional approach
4. Hard work and update the knowledge of team members
5. Strengthening clients by system establishment and providing best training materials in
any areas of management to make their house in proper manner
6. To establish strong internal control with the help of system and use of the latest
management techniques

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 M128- DEMO OF KEY RESULT AREAS (KRA) AND
PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm

Chapter-3.0 USER FUNCTION

3.1 Hardware and Software Requirements

A. Hardware: -

• Our document kit can be better performed with the help of P3 and above computers
with a minimum 10 GB hard disk space.

• For better visual impact of the power point documentation you may keep the setting of
colour image at high colour.

B. Software used in Documentation kit

• Documents written in word 98 and window 2000 programs. You are therefore required
to have office 2000 or above with word 98 or above and power point

3.2 Features of Training kit: -

• Contains all necessary documents as listed above and comply with the requirements of
latest management concepts and more than 1000 man days (9000 hours)

• Written in Plain English

• It will save much time in typing and preparation of training material and slides alone.

• User-friendly and easy to learn.

• Developed under the guidance of experienced experts having experience of more than
200 companies latest management system implementation globally.

• Provides model of a Management system that is simple and free to establish the
management concept in the laboratory.

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Visit us at www.globalmanagergroup.com E mail: sales@globalmanagergroup.com Tele: +91-79-2656 5405
 Key Result Areas( KRA) and
Performance based

Appraisal System
Product Code: M128
www.globalmanagergroup.com

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 Performance Management Cycle

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 Deciding Your Goals

your lifetime goals :

– Artistic
• Do you want to achieve any artistic goals? If so, what?
– Attitude
• Is any part of your mind-set holding you back? Is there any part of the
way that you behave that upsets you? If so, set goals to improve or cure
the problem, even if the goal is only to get help.
– Career
• What level do you want to reach in your career?
– Education
• Is there any knowledge you want to acquire in particular? What
information and skills will you need to achieve other goals?
– Family
• How are you going to be a good parent?

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 GOAL SLOGANS
• What you get by achieving your goals is not as important as
what you become by achieving your goals.
• A dream without a goal is just a wish.
• A goal, not in writing is simply a wish.
• Yesterday's passions may not serve tomorrow's goals .
• Short-term goals are the stepping stones to the bigger ones.
• We are what we imagine ourselves to be.
• We all need lots of powerful long range goals to help us past
the short term obstacles.
• Within our dreams and aspirations, we find our opportunities.
• Your aspirations are your possibilities.
• The future belongs to those who believe in the beauty of their
dreams.
• It may be that those who dream most do most.
• Always dream and shoot higher than you know how to.

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 Performance Action
Goals
targets program

Distinctive
Capability

Market /
Product /
Com services
pany
purp
ose Identify

People

Efficiency

Company
specific

• The strategic business planning frame work

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 If you're bored with life –
you don't
get up every morning
with a burning desire
to do things,
Then you don't have enough
goals.

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 Why is Performance Measured?

• Developmental reasons
– How might a performance appraisal contribute to an individual’s
development?
• Administrative reasons
– How might a performance appraisal serve
administrative functions?

Why is Performance Measured?

. Performance appraisal: The evaluation of a person’s performance
– Provides feedback to employees
– Identifies employees’ developmental needs
– Decides promotions and rewards
– Decides demotions and terminations
– Develops information for selection and placement decisions
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 Questions to design performance
standards
• Knowledge
• Ø Does the employee understand all phases of assigned duties?
Ø Does the employee have the knowledge to apply those skills necessary for
performance in this position?
• Quality
• Ø Is the employee accurate and neat?
Ø Does the employee present creative or multiple solutions to a problem,
rather than just presenting the problem?
• Ø Does the employee correct errors?
• Quantity
• Ø Does the employee meet established workload standards?
Ø Does the employee demonstrate good time management skills?
• Organizational Skills
• Ø Is the employee able to arrange multiple tasks simultaneously?
Ø Does the employee set priorities based on the requirements of the project?

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 Guide lines for effective appraisal Interview
9 Select a good time
9 Minimize interruptions
9 Welcome, set at comfort (ease).
9 Start with some thing positive
9 Ask open ended questions to encourage discussion
9 Listen
9 Manage eye contact and body language
9 Be specific
9 Rate behaviour, not personality
9 Lay out development plan
9 Encourage sub ordinate participation
9 Complete form
9 set mutually agreeable goals for improvement
9 End in a positive, encouraging note
9 Set time for any follow up meetings

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 TIER -1
PERFORMANCE AREA
KRA VI (200 Points individual assignments
+Special Project
+Assignment
+Value addition
+Cost saving
+innovative ideas
Note :
It’s a specific task /assignment, which helps in
distinguishing amongst individuals in order to
acknowledge & reward individuals performance.
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 Ten Biggest Mistakes People make in
Performance Appraisal
1. Rely just on financial statements
2. Look only at this month, last month, year to
date
3. Set goals without ways to measure and
monitor them
4. Use brainstorming (or other poor methods)
to select measures
5. Rely on scorecard technology as the
performance measure fix
6. Use tables, instead of graphs, to report
performance
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 Forms and Records required in Performance
appraisal system

1. Employee feedback/goal setting form

2. Performance objective monitoring form
(Monthly/quarterly)
3. Continual improvement plan
4. Support records for performance
indicators / Performance diary
5. Performance appraisal form

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 M128- DEMO OF KEY RESULT AREAS (KRA) AND
PERFORMANCE BASED APPRAISAL SYSTEM
TRAINING PRESENTATION KIT
Buy: http://www.globalmanagergroup.com/KRA.htm
Chapter-4.0 BENEFITS OF USING OUR TRAINING KIT

4.0 Benefits of using our Presentation kit?

1. By using these slides, you can save a lot of your precious time while preparing the
management training areas presentation.
2. Take care for all the section and sub sections in implementation of latest
management concepts and helps you in establishing better system.
3. The user can modify the presentations as per their industry need and create own
management training presentation for their organization
4. Ready made templates and sample slides are available which can reduce your time
in training slide preparation
5. Save much time and cost in conducting training programs
6. You will get better control in your system due to our proven training presentation
material.

For purchase visit our web site:

http://www.globalmanagergroup.com/KRA.htm

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