Jainam Share Consultants - Challenges & Pain Areas in HR & Performance Appraisal System

The following are the pain areas and challenges faced by Jainam Share Consultants as shared by Chiragbhai for comments, thoughts, suggestions and discussion between the group. This is an extremely good beginning and i request everyone to participate with their thoughts and also their own challenges.

1. Performance Management System: -

As per our current system-

• We are giving KRAs with KPI to all our managers in the beginning of the year. All KRAs has its weightage as per its importance.
• Every quarterly review is there between Top management & Managers in presence of HR.On review meeting, new KRAs are given for next quarter. Feedback related to performance is given at the time of review meeting.
• At the end of the year average % of achievement is given to manager by averaging all 4 quarter.

In above system, we are facing following challenges: -

·         Many times Manager do work which is not in his KRAs but which is important. How to give impact that type of work in his performance.

·         Most of the time, different reviewer (we have four reviewer) measure performance in different way ( for example: one reviewer is strict and one is liberal in same performance)

·         Many times it is difficult to take judgment as some part of the KRAs are not achieved due to outside circumstances.

·         How much importance should we give to routine work and new initiative in PMS.  (If we give importance to new initiative which is most of the time difficult to achieve and if the manager is not able to achieve the same, system indicate that he had not performed where someone is not given new task, complete his routine work then system indicate he is performed, Which actually not reflecting the right picture.)

·         As PMS is not reflecting the right picture of performer, so major challenge is how to give increment at the end of the year? we always have too much stress at that time.

2. Not following company's policies and systems by performers. How to deal with performer’s attitude issues.

3. How to change a system which is in place from last some years and has undue advantage to some of the managers? The fear is to have resistance from their side.

Next Session on 15 Dec - Subject 'Performance Appraisal System'

For a family owned company, especially in the G&J industry in Surat, HR is not considered as a full fledged function and a lot of the aforesaid processes may not be as robust as those in a large corporate. However, the processes are becoming increasingly important for organizations to succeed. And they pose a lot of challenges also. Hence, the topic for the discussion which is to do with how appraisals should be done objectively, scientifically & based on meritocracy and at the same time keeping employees happy.

We have not planned any lecture or an outside speaker on the subject since it was felt by everyone that theoretical discussion may not help. And hence, the idea is that anyone from the participants who have experimented with any process on appraisal systems successfully, may share their experiences and how they did it. Simultaneously, those who have this subject as their pain area can put up the questions for floor discussion so that some thoughts can come from the participants related to the issues.

If we need to make this session interesting, it is important that we start posing the issues, pain areas, experiments, case studies, systems & processes etc. on this blog so that a healthy discussion starts before the actual session. So plz start posting here.