The house of AL FARA’A values the in-house talent and the utilization of employee potential by aligning it with the organizational goals. When we hire a new employee we look at the opportunity of a long term relationship and subsequent career growth and hence emphasize a structured appraisal process to understand and cultivate a performance oriented culture in the organization.
In keeping with the need to deliver in a high performance oriented arena we have esthetically developed a Performance Management System indigenously to cater to the functional managers while assessing their employee’s performance.
The essential features of the Performance Management Systems are the Key Result Areas (KRA’s) and the Key Performance Indicators (KPI’s). The new recruits are provided with their KRA’s within the first 30 days of their joining over a discussion and mutual acceptance with their departmental head. The KPI’s are guiding factors for an employee to understand whether he/ she is meeting the expected level of performance or if there is a need for an intervention by the manager.
Performance Review and Performance Counseling are an essential part of the PMS, happens as a systematic activity to identify the concerns in the employees performance emanating out of the set performance ‘goals’ and the actual ‘results’. Performance Reviews take place every quarter with the individual heads of departments and their employees facilitated by the HR coordinators in every region. Performance counseling essentially happens at regular intervals with the individual employee carried out by the Learning and Development team.
TWO PILLARS OF THE CAREER DEVELOPMENT PROGRAM |