corporate strategy - sadia ali state bank

7/31/2019 Corporate Strategy - Sadia Ali State Bank

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Presentation by: Sadia Ali


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Performance ManagementStatement Level Analysis

Average 46%


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PMS

ManpowerPlanning

Career Growth

Training &Development

SuccessionPlanning

RewardManagement

EXIT


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SBP Performance Management System

-An Overview


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http://planning%20%26%20review%20phase.pptx/


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PMS Cycle Timelines

Milestones...

July Aug Sep Oct Nov Dec Jan Feb Mar Apr MayJunJun July Aug

Planning

Managing / Coaching

Appraisal

Goal Setting (FORM I) 1st July till Aug 31

Performance Management

Coaching & Counseling, Performance feedback

Ongoing, throughout the year

Performance Appraisal (FORM II) 1st till 30th June


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How And What of Performance

KEY GOALS

COMPETENCIES

Performance+

WHAT

HOW


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What are Goals & Why Goal-Setting IsImportant?

Derived from the

Departmental Business plan

and cascaded to individual

level.

Concentrates on WHAT

part.

Goals are tasks for which

an individual is

accountable; it focuses on

what part of the

performance plan.


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Broad description of nature of work being performed

by Appraisee.

Appraisee may or may not have the sole

responsibility to a specific KRA.

Three to four words are used to name a KRA

More than one goals can be identified against asingle KRA.


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Individual Goals

Unit Goals

Department Goals

OrganisationGoals

Performance Planning aligning IndividualPerformance with Departmental Business Plan

Business Planning Process

STRATEGICPLANNING

HRD


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Routine goals, related to the activities/tasks performed daily

Operational

Related to employee development like:

Training Needs Identification and providing opportunities,

Team building, Coaching, Counseling Assigning higher responsibilities,

Proper and timely feedback to appraisee(s) about PMS etc.

Employee Related

Derived from the overall organizational strategic plan/goals Policy related or futuristic in nature Critical in nature Having a broader impact for both the department and theorganization Appraiser/ Reviewer decides the strategic, or otherwise, natureof a goal

Strategic


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Level Grade

% of

Employee

Related

Goals

% of Strategic &

Operational Goals

% of Goals &

Competencies

Strategi

cOperational Goals Competency

Individual

Contributor OG-2/3 Nil Nil 100 65 35

Unit Head OG-4 15% 15 70 50 50

Divisional

HeadOG-5/6 20% 30 50 40 60

Department

HeadOG-6/7 25% 35 40 45 55

Group Head OG-8 30% 40 30 45 55

Max. no. of Goals: 9Max. Weightage of a

Goal: 30%

No. of Competency: 6 9,

including 3 Core Competencies


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Competency Levels

For measurement purpose the

same level of competency may

not be fit for different grades that

is why the levels of competencies

have been defined.

To further clarify the concept a

competency dictionary has been

established.

Individual Contributor

Unit Head

Divisional Head

Head of Department

Levels of CompetenciesCompetency Focuses on HOW part ofthe Goal


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ACHIEVING RESULTS CLUSTER INTERPERSONAL SKILLS CLUSTER

i. Achievement Orientationii. Customer Service Orientation

iii. Drive & Determination

iv. Organizational Awareness

v. Planning & Organizing

vi. Resource Management

i. Advocacy & Negotiation

ii. Conflict Management

iii. Interpersonal Skills

iv. Teamwork

v. Communication

PERSONAL EFFECTIVENESS CLUSTER LEADERSHIP CLUSTER

i. Adaptability

ii. Applying Knowledge

iii. Concern for Detail

iv. Confidence & Assertiveness

v. Innovation

vi. Self Management

i. Championing and Embracing Change

ii. Decision Making

iii. Developing Others

iv. Impact & Influence

v. Relationship Building / Leverage Network

vi. Strategic Orientation

PROBLEM SOLVING & THINKING CAPABILITIES CLUSTER

i. Analytical Thinking

ii. Financial Acumen

iii. Information Seeking & Research

iv. Problem Solving


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Who is the Appriaser and The Reviewer

Appraisee Appraiser Reviewer

OG-2 to OG-4 Divisional Head Director

OG-5 OR OG-6 Director Next Supervisor in

hierarchy (ED/ CEA etc.)

HOD (OG-6) OR

Director (OG-7)

ED/ CEA Governor

OG-8 (ED/ CEA ) Governor -


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GOAL-SETTING

KRAs Goals Weightage Performance

Measure


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EXAMPLES:

Remember to:

a) Start your objective with To

b) Use an action verb like: write, identify, reduce, sell, develop, and increasec) Add key result or measurable outcome like, quantity, quality, cost or

timeliness include a time frame which is a deadline for accomplishing the

objective.

Bad Goal Statement Smart Goal Statement

To lose weight in two

months

To lose weight by 5 kg. in two months.

To submit report promptly To submit Quarterly Economic Report at leastthree (03) days before required deadline.


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Since PMS forms basis for all employmentrelated decisions including Your Career,its effective utilization is mutuallybeneficial FOR US ALL.

Simply, Act your role right!


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corporate strategy - sadia ali state bank

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