Dear Seniors,
I have been assigned an important task in which I have to design Key Result Areas (KRA) for almost all categories of employees in a medium-sized auto component manufacturing unit.
Can anyone help me in designing KRA and evaluating parameters for the functional heads of the Production and Purchase departments?
Thank you.
From India, Pondicherry
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2I have been assigned an important task in which I have to design Key Result Areas (KRA) for almost all categories of employees in a medium-sized auto component manufacturing unit.
Can anyone help me in designing KRA and evaluating parameters for the functional heads of the Production and Purchase departments?
Thank you.
From India, Pondicherry
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Dear Panjit,
The system and procedure for implementing KRA/KPI are as follows:
a) Design KPIs for every department.
b) Train your managers on the KPIs of their respective departments. Fix the KRAs based on the KPIs.
c) Set a date for measuring performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisals."
e) Conduct the performance appraisal. Once again, set KRAs for the next financial year.
f) Evaluate the effectiveness of the PA process and make any necessary adjustments.
g) Let the cycle continue.
Recently, there was a very insightful discussion titled "PMS for Workers." It was somewhat related to this topic. Click here to read it: (link). You will find my two comments in the thread.
Additionally, I provide training on Performance Management through KPI/KRA. If interested, I can offer the following services:
h) Developing a policy on Employee Performance.
i) Conducting training on what KPIs and KRAs are.
j) Providing training on how to handle performance appraisals, give feedback, etc.
To familiarize you with my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to offer consulting and training services to your company.
My Training and Consulting in the Field of Supply Chain Management (SCM): I conduct training programs on various SCM topics and provide consulting services on related subjects. For more information on my training activities in this field, you can access the following links and download the respective documents:
- Dinesh V Divekar - Procurement Faculty
- Programme Structure for Various Training Programmes in Purchase and Inventory Management
Thanks,
Dinesh Divekar
+91-9900155394
dineshdivekar(at)gmail(dot)com
From India, Bangalore
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The system and procedure for implementing KRA/KPI are as follows:
a) Design KPIs for every department.
b) Train your managers on the KPIs of their respective departments. Fix the KRAs based on the KPIs.
c) Set a date for measuring performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisals."
e) Conduct the performance appraisal. Once again, set KRAs for the next financial year.
f) Evaluate the effectiveness of the PA process and make any necessary adjustments.
g) Let the cycle continue.
Recently, there was a very insightful discussion titled "PMS for Workers." It was somewhat related to this topic. Click here to read it: (link). You will find my two comments in the thread.
Additionally, I provide training on Performance Management through KPI/KRA. If interested, I can offer the following services:
h) Developing a policy on Employee Performance.
i) Conducting training on what KPIs and KRAs are.
j) Providing training on how to handle performance appraisals, give feedback, etc.
To familiarize you with my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to offer consulting and training services to your company.
My Training and Consulting in the Field of Supply Chain Management (SCM): I conduct training programs on various SCM topics and provide consulting services on related subjects. For more information on my training activities in this field, you can access the following links and download the respective documents:
- Dinesh V Divekar - Procurement Faculty
- Programme Structure for Various Training Programmes in Purchase and Inventory Management
Thanks,
Dinesh Divekar
+91-9900155394
dineshdivekar(at)gmail(dot)com
From India, Bangalore
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I am Electrical Engineer,
I am working in Power Sector,
I am going to face In-Basket Exercise for Promotion, which contains following parameters.
7. METHODOLOGY OF SELECTION:
7.1 Normally Competency Mapping Test will be conducted for selection process which will comprise of In-Basket Exercises, Group Discussion, Case Discussion, Presentation Skill and Personal Interview. However, which selection process is to be adopted will be at the absolute discretion of the Company and the decision of the Company in this regard shall be final.
7.2 The application received till 19.04.2022 will only be considered. Out of which the candidates who are apparently eligible as per age and educational criteria shall be called for first four tools of Competency Mapping Test viz., In-Basket Exercise, Group Discussion, Case Discussion and Presentation Skill without verifying their other eligibility criteria.
7.3 The candidates will be shortlisted for Personal Interview in the prescribed ratio taking into consideration their performance in the In-Basket Exercises, Group
Discussion, Case Discussion and Presentation Skill as well as after verification of their eligibility as mentioned in the advertisement.
7.4 The call letters to shortlisted candidates will be forwarded through e-mail id mentioned in their application forms.
7.5 Taking into consideration, overall performance reflected in all five tools of Competency Mapping Test viz., In-Basket Exercises, Group Discussion, Case
Discussion, Presentation Skill & Personal Interview, the final select list shall be prepared.
7.6 The list of candidates shortlisted for Personal Interview and finally selected candidates will be displayed on the Company’s website.
From India, Mumbai
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I am working in Power Sector,
I am going to face In-Basket Exercise for Promotion, which contains following parameters.
7. METHODOLOGY OF SELECTION:
7.1 Normally Competency Mapping Test will be conducted for selection process which will comprise of In-Basket Exercises, Group Discussion, Case Discussion, Presentation Skill and Personal Interview. However, which selection process is to be adopted will be at the absolute discretion of the Company and the decision of the Company in this regard shall be final.
7.2 The application received till 19.04.2022 will only be considered. Out of which the candidates who are apparently eligible as per age and educational criteria shall be called for first four tools of Competency Mapping Test viz., In-Basket Exercise, Group Discussion, Case Discussion and Presentation Skill without verifying their other eligibility criteria.
7.3 The candidates will be shortlisted for Personal Interview in the prescribed ratio taking into consideration their performance in the In-Basket Exercises, Group
Discussion, Case Discussion and Presentation Skill as well as after verification of their eligibility as mentioned in the advertisement.
7.4 The call letters to shortlisted candidates will be forwarded through e-mail id mentioned in their application forms.
7.5 Taking into consideration, overall performance reflected in all five tools of Competency Mapping Test viz., In-Basket Exercises, Group Discussion, Case
Discussion, Presentation Skill & Personal Interview, the final select list shall be prepared.
7.6 The list of candidates shortlisted for Personal Interview and finally selected candidates will be displayed on the Company’s website.
From India, Mumbai
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Training on effective Performance Management.pdf
KRA and Performance Management Policy.doc