Performance Culture Building for a Speciality Chemicals Company
Problem Statement
- Goals in terms of KRAs / KPIs were not well defined and also not properly linked with the company’s strategy and annual budget / operating plan.
- Measures / metrices were not objective and quantifiable leading to improper performance assessment.
- Managers level of understanding and involvement in performance management process was low leading to employee attrition, disengagement and
Our Solutions (Systems/Process/Tools)
- Established a new Performance Management System having effective Annual Goal Setting (KRAs/KPIs) for each function and plants covering 700 + on roll employees. Introduced Quarterly, Half Yearly and Annual Performance Assessment.
- Carried out Goal setting workshop / meetings function by function in 2021, 2022 and 2023
- HR Tech introduction with HR team to integrate the PMS process
- Re-positioning of Performance Rating system to create greater performance and reward linkage
- Annual PMS effectiveness survey to check feedback from managers and employees.
- Training of Managers in Performance Feedback and Coaching Skills.
Impact
- New system has been effectively implemented since last 2 years
- HR tech PMS module implemented with significant level of user adoption.
- Level of understanding and involvement of managers have gone up.
- PMS Survey feedback score has improved by 18% between 2021 and 2022.
We love to hear from you
Please call or email contact form and we will be happy to assist you.
We love to hear from you
Please call or email contact form and we will be happy to assist you.
