This document provides an overview of how to design and implement effective performance management systems and KRA sheets. It begins by establishing some ground rules for an effective learning webinar. It then introduces the speaker's background and experience in human resources. The core content discusses defining objectives with a focus on the "why", and establishing a performance management system framework that aligns individual and organizational goals. It proposes a model called the Light House Model that optimizes, quantifies, and rationalizes performance. The document concludes by noting that comprehensive coverage is not possible in a single session and encourages further learning and feedback.

1. How to Design & Implement
Effective Performance Management Systems
&
KRA Sheets
Akash Deep Sharma
CPHR, SHRM-SCP, CLSSBB, CSMP, MBA, BE Webinar : June 30th, 2021

2. Rules for Effective Learning
• Collective Responsibility
• One Person at a Time
• Rule of Thumbs Up and Hands Up
• Sit with a Clean Slate
• Take Notes and Draw the Structure of Webinar at your end
• Avoid Distractions to the Maximum Possible Extent
• Language (English & Hindi)
• Ask Whatever you want to ask

3. Introduce Myself and Idea of Audience
• 11 years of Experience into Strategic and Functional HR
• Biotechnology Engineer who refused to live as “Clerical Engineer”
• M. Tech drop out from TERI
• Worked in Organizations that were
• Family Driven as well as MNCs from Management Point of View
• Micromanaged as well as Macro-managed from Operations point of view
• In all 4 Strategic Environments i.e. Expansion, Saturation, Dis-investments and Turn-Around
• MBA in HR from Punjabi University, Patiala
• 1 Serious Certification at an Interval of every 2 years
• CPHR from CPHR Canada
• SCP from SHRM USA
• CLSSBBP from NASBA, USA
• CSMP from Symbiosis, Pune
• Certified Trainer from BC, UK
• Certified in HR Analytics and Auditing from Middle Earth HR, Delhi
• Certifications in Personality Assessment, OD & PMS Designing from KAS, CII
• Writer II Online Trainer II Public Speaker
• Been Into Textiles, QSR, Aviation, FMCG, Pharma, Chemicals, Auto
• Been to 6 countries, encountered multiple cultures
• Currently based in Canada working for an Indian Company as Head of their Strategic HR
Free Webinar
Objective is to share what I learned
• (TBS4) (something for someone somewhere, somehow)
I have experienced HR function to be in very regressive shape at
most of the places.
• An HR professional is simply not just a clerk, or a stand-
up comedian, or a call center guy or a draftsman
• He/she is a “Difference Maker” and a “Tangible
Contributor” in success as well as failure of an
organization

4. How to Design & Implement
Effective Performance Management
Systems
&
KRA Sheets
But have you ever thought why this
“How” is a challenge for you

5. You know who spend most of his/her time in
answering “Hows” of their life?
• Those who have chosen their “Objective” incorrectly
• Take example of some one who wants to become quickly famous
• What- To become a rock star
• How- Learning Guitar
• Spends rest of his life in figuring out “How to play Guitar”
• Take example of a politician who wants to be in power forever
• What- Become an immortal leader
• How- Improve life-style of your people
• Spends rest of his life in figuring out “How to improve people’s lifestyle”
• Take example of a kid who wants to have a rewarding career
• What- Become a Software Engineer
• How- Learn Coding
• Spends rest of his life in figuring out “How to improve people’s lifestyle”

6. • Usually, in life we always start with “WHAT”
• Then we spend rest of our life figuring “How”
• And in the end, if life permits, we ask ourselves
“Why”
• & That is Exactly where most of us fail or have
half-cooked success or have a dissatisfied success
in things that we do
• Because we climbed the ladder from WRONG
SIDE
• We never bother about investing time in most
important step i.e. “WHY”
• Take example of this Webinar
• Why this webinar, How this Webinar, What is this
webinar
• Why PMS, How PMS, What PMS

7. How to Design & Implement
Effective Performance Management Systems
&
KRA Sheets
Performance + Management + Systems

8. Performance + Management + Systems
• Performance, a taboo word, Example- Banking Systems, (F = M, E, A)
• Management = Plan, Direct, Integrate, Monitor, Control
• Systems = Policy + Procedure + Practice + Protocol + Self-Corrective
Therefore, a PMS is actually required to incorporate all these aspects in a single “mega-program” through
which it is ensured that everyone who is part of an organization works in 1 SINGLE DIRECTION (may not
necessarily always happen in positive side)
Example- “A terrorist Organization” or a “Virus”
Wonder or Disaster, that is why most of the organizations are neither
Without such system in place our organization suffer from “PPS” (Partial Performance Syndrome)

9. • In other words, PMS is a tool to apply organizations strategy in internal
environment down the line in greatest possible detail
• Now every organization has different strategy and different internal environment,
so design and application of this tool will also be different for different
organizations.
• That is exactly why we can't have a universal PMS Process (depends upon how big
your organization is, how mature it is, what it is doing, what it aspires)
• It is the WHY part through which we understand that we need to invent our
organization's PMS exclusively for ourselves
• We can't just copy some other organization's PMS and expect our systems to start performing
overnight.
• Fortunately, we have sme common frame-work concepts based on which you can customize
your organization's PMS model by yourself (as a researcher) & that is what we will learn in
“How” part
• Then in last at “What” part we can see what will specifically work for your organization in the
best possible manner.

10. How to Design
• I am assuming that you are the Designer or Part of Designing
• Invest a lot of time in interpreting WHYs of organization, understand the overall
business strategy, Organization's internal and external environment to list down thw
priorities applicable for your division/location/organization.
Methodology of Model
• Qualitative PMS Model (Small Size and Large Size)
• Quantitative PMS Model (Middle Size)
• Blended Models (Middle Size & Large Size)
Scale of Model
Scaler based, Likert Based, Anchored Based, RBCs based, KRA based, Balanced Score
Card Based etc
Flow of Model
• 90 Degree to 360 Degree spectrum of Process
Operation of Model
• Manual or Automated Processes

11. The Light House Model ®

12. Performance Optimization, Quantification &
Rationalization (POQR)
• Qualitative PMS Part (How to develop ARS Based PMS System)
• Quantitative PMS Part (How to translate FARS part into KRAs and
how to work on KRAs)
• PLI Policy Part (For All after a hierarchy)
• PLI+ Policy Part (For Leaders)
Rationalization
of Performances
Quantification
of
Performances
Optimization
of
Performances

13. Concluding Note
• Topic is very huge, and we have juts touched the basic parts
• We can always have more detailed sessions based on your interest in such efforts
• My personal view is an HR professional must spend Rs 10,000/- in a year on his/her personal updation
or learning or motivation (Guys that just a large Pizza per Month)
• “Free Webinar”
• Paid, more personalized sessions with customized personal consulting at very economic pricing and certifications
• Please take time to go on my Linkedin Profile and leave your comments about how you liked the
session (Your 2 minutes may drive this for another 2 years) or you can right an e mail with your
comments.
• Copy of this session will be posted on my YouTube channel in next 3 days, channels' name is “Wisdom
Bells”, please go to the same, like, comment and share for other updates on next sessions.

14. Your Questions
and Discussions