Professional Documents
Culture Documents
RECRUITMENT
RESOURCES
BUDGET
FM
Financial measures
Indicators
30,00,000
Audit
Fund centre
Sector workbook
25,00,000
Treasury
Risk management
Capital adequacy
arbitrage
25,00,000
Taxation Financial
Analysis
Fiscal policy
Interest rate
Money supply
Government
spending
10,00,000
Accounting
Investment
Management
PBIT
Performance
management tool
5,00,000
AND SELECTION
PERFORMANCE EVALUATION
CRITERIA
Goals and expectations should be clearly defined at the start of the performance
management cycle .
Supervisors should provide performance criteria, standards and/or metrics so
that employees understand what the various performance rating levels look
like in terms of performance and actions.
PERFORMANCE APPRAISALS
Open-Ended This format is generally recommended for supervisors who
have a small number of direct reports. It provides an open-ended format to
evaluate performance. Supervisors who prefer to provide a free flow
narrative or have used a general performance letter will find this template a
good fit.
Structured Response This format is generally recommended for
supervisors who have a small or moderate-size number of direct reports. It
provides guided questions or topics that define parameters used to evaluate
performance. Supervisors who prefer to communicate by providing responses
to structured questions or performance measures will find this template a
good fit.
Checklist This format is generally recommended for supervisors with a
large number of direct reports. It provides a set of major performance
factors with related metrics, providing the ability to rate performance on
each metric or major factor. Supervisors who prefer to communicate
succinctly and in a highly structured format will find this template a good
fit.
TRAINING AND
DEVELOPMENT
DEVELOPMEN
T
Defining training
needs
performance
Training design
and planning
In house training
Outsourcing
mentoring
Provide training
Selection of trainees
Choose method of
training
Equipments
Facilities
Time gaps in which
training should be
imparted
Training outcome
Cognitive task
Methods: product
training 15%
Interpersonal/communi
cation 10%
Rest 5% i.e software
training and others
EDUCATION AID
White board
Overhead projector
Videos/films
Charts/graphs
Handouts
COMPETENCY OR SKILLS
REQUIRED FOR T&D
Adaptability
Analytical Skills
Business Knowledge
Communication
Customer Focus
Global Perspective
Innovation
Interpersonal Skills
Establishing Objectives
Problem Solving
Results Orientation
Teamwork