8/8/2019 PMP Workshop Report FRLHT

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REPORT

Resource Person:

Mr. M.R. ChandramowlyLead Trainer and currently working as Chief People Officer of

KARLE Group at Bangalore

Submitted byK. Chandrasekharan, Consultant HR

ForFoundation for Revitalisation of Local Health Traditions, Bangalore 560 064

8/8/2019 PMP Workshop Report FRLHT

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Introduction:

FRLHT is in transition mode and has embraced OrganizationalExcellence as the theme for governance. Amongst other HR Systemsand Processes to be introduced to support its objectives, it is deemedappropriate to introduce a system of Performance Evaluation, Planningand assessment for its staff members. For any organization, itbecomes very essential to retain and manage the intellectual capitalfor enhancing the performance of the employees. A well developedperformance management system help the organization align thepotential of the employees in achieving the organizational goals andobjectives.

Evaluating employee performance is a key responsibility of managersin an Organization. Performance appraisals, a powerful tool, provide

documented feedback on an employees level of performance. Theyhelp determine continued employment, promotion, bonuses and payraises and allow improved communications between appraisers andappraisees.

Objective:

The aim of the Workshop was

a) To introduce the concept/ need of Performance Assessmentb) To enlighten the participants to understand how to properly

manage and document the performance of those who reportthem for performance and productivity.

c) To develop a suitable template for performance assessment inFRLHT.

By the end of the Workshop, the participants (staff members of FRLHTat different levels) were exposed to the philosophy and methodology of

the Performance Management System in general and also were able toappreciate and understand the Performance Appraisal Process, goalsetting matrices and measures and the employee development planfor improved job performance.

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Excerpts from the Workshop:

The workshop proceedings were initiated by lighting of the lamp by theFaculty and other key members of FRLHT. Mr. Darshan Shankar,Advisor, FRLHT gave the opening remarks and spoke about the viewsand expectations from the workshop. This was followed by theintroduction of Mr. Chandramowly, Faculty/Facilitator to theparticipants by MR. K. Chandrasekharan, Consultant HR, also the Coordinator of the workshop.

Mr. Chandramowly started the workshop with an introduction aboutMission Vision and values of the organization and its importance inunderstanding the objectives and goals on hand and also the groupsharing of goals in a structured way. He then made the participantsconversant with a PMS flowchart showing the linkages of theMission/Vision/Values with core competencies. The participants wereasked to do an exercise to identify three areas of improvement for

each of them which will help them to go to the next bandwidth. He alsoexplained about the PMP process, Aligned goals, 360o Evaluationmethod, Development plan, Reward and Recognition.

Participants assumptions about performance evaluation were alsoassessed through a sample survey. The six components of acompetency namely, Skill, Experience, Attitudes/Believes, Complexity,Emotion and Make-up were also presented in detail. The participantswere familiarized with the competency based people processes andpractices. The competency connection with the Mission-Vision values,

Organizational Strategies, Objectives Goals and KPIs (KeyPerformance Indicators), Challenges, Demands, Tasks and executionresults were clarified in an effective way.

After the tea break, the participants were divided into four groups andwere fully engaged in the task of preparation of job specificationsconsisting of Key Result Areas, Job Facts & Figures and competencies(Technical competencies as well as job related competencies) for fourdifferent levels in FRLHT viz, Joint Director, Sr. Programme Officer,Programme Officer and Research Fellow. The flip charts prepared bythe groups were presented subsequently in the last session of theworkshop. There was lot of interaction happening during this groupactivity.

The post lunch session started with the Goal Setting Process withspecific reference to FRLHT. Presentations were made by the Facultyon the goal setting matrices and measures including issues ofmanaging performance. The mode of providing employee feedback inthe performance appraisal system, the final ratings and decisions etc,were also briefed in an interesting manner to the participants.

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The four dimensions of performance viz, Purpose, Process, People andPerfection were also explained. The participants were also madeconversant with various dimensions deciding performance i.e,efficiency (what extent customer needs are met), effectiveness (howeconomically are the resources of the organization utilized) andchangeability (extend of preparedness for future changes). The

integration of these dimensions will ultimately decide thecompetitiveness of organization.

The participants were also made to answer an ethical orientationquestionnaire and self evaluate the scores. Similarly a set of valuechoices were also provided to them, requiring them to identifyminimum five values which they felt are relevant to FRLHT. The facultyemphasized on the linkage of the individual values to theorganizational value system. The participants were also put through amental exercise on Performance Analysis Quadrant (PAQ). The PAQmatrix helps an organization to study the employee performance(attitude vis--vis job knowledge) related problems.

A model performance review form consisting of two pages was alsoshown to the participants, on the basis of which FRLHT can develop atemplate suiting to their own requirement.

The workshop was highly interactive especially during the post lunchsession. All of them actively participated in an individual exercise onForce Field Analysis to Enhance Performance Effectiveness. Thereafter the participants made a group presentation of the same along

with the job descriptions prepared by the groups earlier.After the tea break, each group leader was invited to makepresentations of the charts prepared by them. The workshop came to aclosing with these group presentations.

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Outcome/ Conclusions:

Mr. Chandramowly in his closing remarks suggested the following:

FRLHT, on the basis of outcome of this workshop may review theinterview and selection process, in order to select the mostappropriate candidates.

Based on the exercise done for job specifications, each group inFRLHT should try to evolve suitable job specifications for allpositions in the institution.

A Task Force consisting of Mr. DKV, Dr. Padma, Dr. GG and Mr.Kinhal to evolve, scrutinize and finalize a suitable performanceManagement system in FRLHT, in association with Consultant -HR.

The calendar year (Jan to Dec) will be followed as theperformance assessment period. However the achievement ofgoals can be reviewed on a financial year basis, on the basis ofthe assessment done.

The Performance Assessment System when finalized will beincorporated in the revised HR manual of FRLHT.

Mr. D.K. Ved, Director announced that FRLHT will be going in forimplementation of a suitable Performance Assessment System fromthis year onwards. The Task Force will finalize the drafts by 31st July 08and the performance review will be done during December 08.

Feedback and vote of thanks:

Feedback form was given to each participant. The filled-up forms were

collected at the end of the workshop and handed over to the facilitator.Mr. D.K. Ved Director, Mr. Darshan Shankar, Advisor, FRLHT and Mr.Ram Kumar, Member GCSC thanked Mr. Chandramowly for his kindgesture and service that he has offered to FRLHT and for havingspared his valuable time to conduct the workshop on a Sunday andmake it highly interactive and effective.

Mr. Ram Kumar made a special mention that FRLHT is fortunate tohave Mr. Chandramowly to conduct the workshop sincehe is having vast knowledge and experience of having conductedsimilar workshops. He also felt that as a follow-up of the transition

process, FRLHT should implement a suitable performance appraisalsystem.

Lastly Mr. K. Chandrasekharan, Coordinator of the workshop conveyedhis heartfelt thanks to Mr. Chandramowly and his daughter. He alsothanked Special Invitees Mr. Ram Kumar and Mr. Darshan Shankar andall the participants for actively participating in the workshop.