GLOW at RTA

Performance Management of Personnel at RTA Associates

Group 06

Arumugam Shivaharan MBA/17/4518

Saman Srilal MBAT/19/197
Dilhani Weeraratna MBAT/19/208
 About
RTA
Chartered Accountants, Established in
1986
Total employee strength of 60

Member of IECnet – International

Association based in France
Consists of Accountants, Tax Consultants,
Auditors, Interns, Etc.,

Provides services in the field of :

Audit & Assurances
Taxation
Accounting
Financial Reporting
Forensic Auditing
Company Secretarial Services
Internal Auditing
Etc.,
Branches in Kurunegala, Polonnaruwa,
Balangoda, Galle
 Human Resource Department at RTA
Managing Director

Associate Director Associate Director

Manager - Secretarail &

Manager - Audit Manager - Tax Manager - HR Manager -Forensit Audit
Legal dept

Assitant HR Manager

HR Assistant 1

HR Assistant 2

HR Assistant 3
Human Resource at RTA
Principle of HRM at the Organisation:

“HRM is the efficient and effective utilization of human resources

to achieve goals of an organization”

Every Manager must manage their staff efficiency

and effectiveness

The Head of HR at middle management reports

MD through to Associate director

HR Manager has authority to give staff

advise, make recommendation and give
suggestion instead of orders. They also
recruit the right people at the right time and
develop them
 7 Gs at RTA

GLUE
GIVE
Engaging Employees
Rewards and Recognition

GLOW
GROW
Performance
Training and Development Management

GUARD:

GET
Job Security
Recruitment

GOAL
 Glow at RTA
Performance Management at Organization
Rank Order
Method
Creating a Shared understanding of what and
why tasks are to be achieved

Ensuring Actual Performance is tallying with

Planned Performance.

a continuous process that collects evidences,

GLOW which are used to determine the successful
Various employee’s performance on the job
appraisal Difficult in a
setting of large
methods numbers.
Performance Management Process at RTA
Performance Management at Organization

Determine
Performance
Expectations Determine Performance Expectations

Supporting Performance

Training and
Development
Appraise Performance

Appraise Supporting
Performance Performance
Training and Developing to fill Deficit
 Determining
performance expectation

How
is a collaborative effort.
Some examples are

Review the employee’s job

description to determine if it

to
reflects the work that the
employee is currently doing.
Identify and review the links
between the employee’s job
description, his or her work
Identify critical areas that will be
key performance objectives for the
year.
Identify training objectives that will
help the employee grow his or her
skills, knowledge and competencies

Determine
plan, and the organization’s
goals, objectives and strategic related to the work.
plan.

Performance Develop a work plan that Identify career development

outlines the tasks or objectives that can be part of
deliverables to be completed, longer-term career planning.
the expected results and the
measures or standards that
will be used to evaluate
performance.
 It incudes coaching employees to
address concerns and issues
related to performance so that

How
there is a positive contribution to
the organization.
Determine if any extra support is
Assess progress made toward required from the managers or
meeting performance others to assist the employee in

to
objectives achieving his or her objectives

Identify barriers that may

prevent an employee from The performance assessment or
accomplishing performance appraisal meeting is an opportunity
to review, summarize and highlight

Support
objectives and what can be
done to overcome them the employee’s performance over
the course of the review period.

Performance Share feedback on progress

relative to the goals
Assess progress made toward
meeting performance
objectives
.
This process can help identify gaps
between the employee’s self-
perceptions and the manager’s
views and facilitate an in-depth
discussion of performance issues.
How Employee Development is a process of
working with employees to improve,
enhance,& refine existing skills, and
develop newer ones to achieve

to
organizational goals.

Performance Improvement is a
Develop strategy under the performance
management that helps employees

Performance to achieve better performance and

growth.
 Graphic Rating Scale

How Checklist Method

to Multiple Choice Method

Evaluate Essay Appraisal Method

Performance Examination system

Rank Order Method

Recommendation for Performance Appraisal at
RTA

• Employ alternate Various Appraisal Method for evaluation

• Recruit Specialist HR Associate Director

• Strengthen the process of performance appraisal

• Bottom Up Evaluation
”To win the marketplace, you must win the workplace”
- Douglas Conant