Key Performance Areas

INTRODUCTION

Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every manager’s responsibility, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently.

            “People are our most valuable asset”, which no member of any senior management team would disagree with. Yet, the reality for many organizations are that their people remain under valued, under trained and under utilized.

            The most valuable asset for any organization is its people. While all other assets depreciate over a period of time, people as an asset appreciate over a period of time. Longer a person has been associated with the company; greater is his value in terms of experience & contribution, and therefore, his price.

An organization’s goals can be achieved only when people put in their best efforts. How to ascertain whether an employee has shown his or her best performance on a given job? The answer is the proper identification of Key Performance Areas.

Key Performance Areas varies from organization to organization and change from time to time depending on the changing circumstances. Once to the employee has been selected, trained and motivated, he is then given Key Performance Areas to achieve. Performance Appraisal is the step where the Management finds out how effective are the employees in achieving the Key Performance Areas given to them. If any problems are identified, steps are taken to communicate with the employee and remedy them.

 

NEED OF THE STUDY

 The success of any organization is highly dependent on how it motivates and provides a clear depiction of key performance areas to its employees by taking the feedback from the supervisors or the project managers of the company. Discussions have been on-going around the most appropriate human resources function arrangements to underpin and compliment the KPA structure. This is set against a context of the HR function itself having previously realigned its services and already operating as a single directorate to promote single-system working. To help assist integration, it has been decided that HR establish a Service Level Agreement with the employees and the management, enabling HR performance to be monitored against a range of agreed key performance areas. This approach offers a means through which the managers can be reassured with regard to performance improvement in the employees.

In addition, development of such areas offers the HR function an opportunity to strengthen relationships with service managers through a common language for communicating HR strategy, inputs and results. This is seen as an important step in a transformation model that moves from an examination of HR infrastructure (improving efficiency and effectiveness) through HR capability (development of HR talent) to HR solutions (focused on critical business challenges and delivery of strategic solutions] as part of a wider HR strategy being developed by the Director of Strategic HR and Workforce Development. The main purpose of the study is to know the effectiveness and the step followed by HR with special reference to key performance areas followed in Investleaf Management Solutions. From the study we expect to know to what extent the KPAs benefited the company and what the things are the employees expecting from the company to improve their performance.

The study applied will be descriptive in nature. It also tends to find impact of different KPAs and the impact on employees of the organization. At the same time, it will be intended to find out the barriers and the outcomes in the company.

OBJECTIVES OF THE STUDY

·         KPAs are the areas within the HR department, where an individual or group, is logically responsible / accountable for the results. To manage each KPA, a set of key performance Areas are set.

Primary Objective:

Ø      To identify the Key Performance Areas in construction industry with special reference to Investleaf Management Solutions Ltd

Secondary Objectives:

Ø      To understand the concept of Key Performance Areas.

Ø      To know the factors influencing the Key Performance Areas

Ø      To provide suggestions to the management in motivating the employees by giving proper Key Performance Areas.

RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem.

Research – Meaning and Definition:

                      Research is an art of scientific investigation. The advanced learner’s dictionaries of current English lay are down the meaning of research as, “a careful investigation (or) inquiry especially through search for new facts in any branch of knowledge”. Redmen and Mary define research as a “systematic effort to gain knowledge”...

Research Design:

                     A research design is purely and simply the framework or plan for a study that guides the collection and analysis of data. Generally a research design is a blue print of the research that is to be followed in completing the study.

                     It is descriptive research type are those, which are concerned with describing the characteristics of a particular individual or of a group, where we cannot control the variables

Sampling Design:

Population                              : 150 Members

Sampling Unit                        : Employees

Sample Size                            : 50 nos.

Sampling Procedure : Simple Random Sampling (probability sampling)

Methods of Data Collection:

There are two types of data collection

1.   Primary data

2.   Secondary data

Primary data

• Primary data is personally developed data and it gives latest information and offers much greater accuracy and reliability.
• There are various sources for obtaining primary data i.e., Mail survey, personal interview,
• Field survey, panel research and observation approach etc.
• The study is dependent on primary data to a maximum extent, which is collected by way of structures personal interview with customers.

Secondary data

            Secondary data is the published data. It is already available for using and its saves time. The mail source of secondary data are published market surveys, government publications advertising research report and internal source such as sales, sales records orders, customers complaints and other business record etc. the study has also depended on secondary data to little extent, which is collected through internal source.

Research Instrument:

                       Questionnaire will be used to conduct the survey among 50 employees which includes open-ended and closed ended questions

For this survey, personal interview method will be used for collecting primary data. This survey will be conducted by face to face interview with employees and found to be best suited to collect the primary data for this project.

SCOPE OF THE STUDY

            The study is an analysis on the identification of Key Performance Areas followed by the human resources management with special reference to Investleaf Management Solutions Ltd.

·         The study will be carried out by interviewing 50 employees of Investleaf Management Solutions.

·         The performance appraisal study will cover employees of Investleaf Management Solutions only

·         The survey will be conducted on identifying the KPAs at Investleaf Management Solutions.

·         The study aims help each employee in understanding more about their role, as well as helping in understanding their strengths and weaknesses with respect to their role and functions in the organization

·         To increase mutuality between employees and their immediate managers

·         The study is only a humble attempt on the employees feedback on Key Performance Areas based on different criteria

·         The study will be carried out in Hyderabad Office of Investleaf Management Solutions