Performance Management Specialist

MS GES; Kozhikode; Vor Ort; INR 900.000 - 1.300.000; Vollzeit

Zusammenfassung

MS GES in India is seeking a Performance Management Specialist to design and implement KPI/KRI frameworks and coordinate employee and departmental performance evaluations across the organization. The role involves translating responsibilities into measurable indicators, validating data, coordinating review cycles, and preparing dashboards for timely, evidence-based assessments.

The candidate will work with line managers, portfolio owners, and Human Capital to ensure consistency and alignment

Aufgaben

• Understand departmental objectives, job responsibilities, and expected outcomes.
• Support line managers in developing measurable individual and departmental KPIs aligned with business goals.
• Identify relevant KRIs with defined thresholds and escalation requirements.
• Document each indicator’s definition, formula, measurement unit, data source, owner, target, weightage, and reporting frequency.
• Establish clear scoring criteria for quantitative and qualitative measures.
• Review indicators for duplication, unclear definitions, and measures that do not reflect meaningful outcomes.
• Coordinate approval and communication of performance frameworks and maintain version-controlled records.
• Collect, validate, and consolidate performance data from approved sources.
• Track actual results against agreed targets and identify deviations.
• Analyze achievement, productivity, timeliness, quality, and recurring performance gaps.
• Prepare individual, departmental, and organizational performance dashboards.
• Highlight missing evidence, inconsistent data, and KRI threshold breaches.
• Follow up with responsible managers on identified gaps and corrective actions.
• Coordinate monthly reflections, manager assessments, quarterly reviews, and annual appraisal cycles.
• Ensure employees and managers complete submissions and scoring within agreed timelines.
• Verify that scores follow approved formulas, weightages, and evaluation criteria.
• Check that assessments are supported by relevant evidence and documented feedback.
• Support calibration discussions to improve scoring consistency across managers and departments.
• Prepare performance summaries showing achievements, gaps, trends, and development needs.
• Maintain evaluation records and track unresolved scoring queries through the approved review process.
• Support managers in documenting improvement plans with clear expectations, measures, support requirements, and timelines.
• Track progress against agreed improvement milestones.
• Coordinate follow-up reviews and highlight overdue actions or persistent gaps.
• Consolidate training and development needs identified through evaluations.
• Analyze whether improvement actions produce sustained changes in performance.
• Maintain KPI/KRI dictionaries, scorecards, evaluation calendars, and improvement trackers.
• Prepare weekly and monthly performance management reports.
• Document review outcomes, action owners, and closure timelines.
• Explain performance templates, scoring methods, and submission requirements to employees and managers.
• Maintain confidentiality, accuracy, and traceability of performance records.

Jobbeschreibung

The Performance Management Specialist will support the design and implementation of KPI/KRI frameworks and coordinate employee and departmental performance evaluation across the organization.

The role involves translating responsibilities and business objectives into measurable indicators, validating performance data, coordinating review cycles, preparing dashboards, and tracking improvement actions. The position will work closely with line managers, portfolio owners, and Human Capital to ensure timely, consistent, and evidence-based evaluations.

Key Responsibilities

A. KPI/KRI Setting and Framework Development

• Understand departmental objectives, job responsibilities, and expected outcomes.
• Support line managers in developing measurable individual and departmental KPIs aligned with business goals.
• Identify relevant KRIs with defined thresholds and escalation requirements.
• Document each indicator’s definition, formula, measurement unit, data source, owner, target, weightage, and reporting frequency.
• Establish clear scoring criteria for quantitative and qualitative measures.
• Review indicators for duplication, unclear definitions, and measures that do not reflect meaningful outcomes.
• Coordinate approval and communication of performance frameworks and maintain version-controlled records.

B. Performance Monitoring and Analysis

• Collect, validate, and consolidate performance data from approved sources.
• Track actual results against agreed targets and identify deviations.
• Analyze achievement, productivity, timeliness, quality, and recurring performance gaps.
• Prepare individual, departmental, and organizational performance dashboards.
• Highlight missing evidence, inconsistent data, and KRI threshold breaches.
• Follow up with responsible managers on identified gaps and corrective actions.

C. Performance Evaluation and Review Coordination

• Coordinate monthly reflections, manager assessments, quarterly reviews, and annual appraisal cycles.
• Ensure employees and managers complete submissions and scoring within agreed timelines.
• Verify that scores follow approved formulas, weightages, and evaluation criteria.
• Check that assessments are supported by relevant evidence and documented feedback.
• Support calibration discussions to improve scoring consistency across managers and departments.
• Prepare performance summaries showing achievements, gaps, trends, and development needs.
• Maintain evaluation records and track unresolved scoring queries through the approved review process.

D. Performance Improvement and Follow-through

• Support managers in documenting improvement plans with clear expectations, measures, support requirements, and timelines.
• Track progress against agreed improvement milestones.
• Coordinate follow-up reviews and highlight overdue actions or persistent gaps.
• Consolidate training and development needs identified through evaluations.
• Analyze whether improvement actions produce sustained changes in performance.

E. Reporting and Performance Governance

• Maintain KPI/KRI dictionaries, scorecards, evaluation calendars, and improvement trackers.
• Prepare weekly and monthly performance management reports.
• Document review outcomes, action owners, and closure timelines.
• Explain performance templates, scoring methods, and submission requirements to employees and managers.
• Maintain confidentiality, accuracy, and traceability of performance records.