REPLACING JOB DESCRIPTION WITH " PERFORMANCE EXPECTATIONS "

Dear Team,

We discussed this yesterday

Subsequently , I also showed Sonali , some examples of such “ Performance Targets “

Refer :

[  http://hcpreports.blogspot.com/2017/08/may-we-know-you-professionally.html

http://hcpreports.blogspot.com/2017/06/management-by-objectives.html

http://hcpreports.blogspot.com/2016/03/personnel-strategies-for-80s.html

Following link gives some targets for HR Director

All these may not be relevant for our client’s situation. In the first instance , we should ourselves , prepare a shortlist ( as shown below ) and show it to client for addition / deletion

If our client’s “ Annual Report / Balance Sheet ( with all the annexures ) “ is available for the past 3 years ( only for its India Operations ) , then it would be highly desirable to get hold and calculate these “ Ratios “ to the extent possible and plot the “ trend “ graphically

Alternatively , Client could be requested to compile this on his own and give us

Then show it to client and request him to :

·     Select those which he considers of high priority and where he expects the HR Director to bring   about improvement

·     Quantify the “ measurable “ amount of improvement ( and time period within which , it should happen )

Then present this paper to the potential candidates and ask :

This is what our client expects by way of achievement , from the executive who gets appointed.

How confident ( Absolutely / Reasonably / Doubtful ) , are you to meet our client’s “ Performance Expectations “ ?

https://www.assessteam.com/human-resources-kpi-list/

hcp

PS :

Replacing sterile “ Job Descriptions “ with meaningful “ Performance Expectations “ is one way we can differentiate 3P from other headhunting firms

If we are able to impress our client ( exceed his expectations ) in this case , we should consider standardizing on this “ Value Addition “ exercise for all future assignments

LIMITATIONS :

The “ selection process “ described above has the limitation that we are solely depending upon the candidate’s own “ Self Declaration “ ( as to his ability to meet the Performance Expectations )

We need another independent method to “ Establish “ a candidate’s true / real ability against the Client’s wish-list

I have some idea re this but let us take the first step

·      Employee Turnover ratio

·      Ave length ( time ) of employee tenure

·     Rate of retention {  No joined / No stayed ) for a given period

·     Ave time ( in present cadre ) before getting promoted to next higher cadre

·     Percentage Absenteeism

·     Number of Grievances / per 100 employee ( and ave time for disposal )

·     Timely completion of Annual Performance Appraisal exercise

·     Number of Training Sessions / persons trained

·     Terminations / Disciplinary Actions

·     Recruitment Cost per hire / Time taken to hire

·     HR Dept Emploee cost / Total Employee Cost

·     Employee cost / Sales Turnover

·     Employee Cost / Operating Profit

·     Employee Productivity ( No of Man Hours per Unit of Produce )

·     Computerization / Automation of HR processes

·     Days lost due to Strike / Go Slow

·     Percentage of Overtime