Dear All,
I need to understand the KRA/KPI for the EPC sector in India and how the weightage is given. It would be of great help if anyone can share the business KRA/KPI and how the weightage is given accordingly. I would also like to study how the pay mix is happening in the EPC sector and the variable payout based on the KRA/KPI. Any information related to EPC/Infra companies would be greatly appreciated.
Thank you to all HR in advance.
From India, Mumbai
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1I need to understand the KRA/KPI for the EPC sector in India and how the weightage is given. It would be of great help if anyone can share the business KRA/KPI and how the weightage is given accordingly. I would also like to study how the pay mix is happening in the EPC sector and the variable payout based on the KRA/KPI. Any information related to EPC/Infra companies would be greatly appreciated.
Thank you to all HR in advance.
From India, Mumbai
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Dear Prateek,
Though you have raised a small query on designing KPIs and KRAs, it is a subject matter of consulting. Please note the following:
a) Principles of Performance Management Systems are common for all industries and are not specific to the industries. Yes, KPIs are specific to the industry.
b) You need to hire an external consultant who is an expert in designing measures of performance. Please note that seasoned HR professionals also cannot design the KPIs for all departments. Neither "well-experienced" professionals from other departments can do that. Designing KPIs is a unique expertise that not everyone possesses.
c) As far as the allotment of weights (not weightage, please note) is concerned, it is the job of HODs. Weights are assigned to KRAs depending on the degree of importance. This importance is best understood by the business heads and department heads.
d) You have asked for KPIs specific to the EPC or the infra companies. However, please note that PMS is far more than "copy and paste" work. To design KPIs and KRAs, one has to study the systems and processes of each department. Based on this study, one has to identify the costs and ratios associated with the department. Later these need to be assigned to the respective HODs.
e) The exercise of allotment of KPIs and KRAs cannot be limited just to individuals. In many companies, the PMS is limited to salary increases. However, this is a wrong notion. You need to give primacy to the measurement of organizational performance. Please note that organizational concerns must override individual requirements.
For further queries, if any, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Though you have raised a small query on designing KPIs and KRAs, it is a subject matter of consulting. Please note the following:
a) Principles of Performance Management Systems are common for all industries and are not specific to the industries. Yes, KPIs are specific to the industry.
b) You need to hire an external consultant who is an expert in designing measures of performance. Please note that seasoned HR professionals also cannot design the KPIs for all departments. Neither "well-experienced" professionals from other departments can do that. Designing KPIs is a unique expertise that not everyone possesses.
c) As far as the allotment of weights (not weightage, please note) is concerned, it is the job of HODs. Weights are assigned to KRAs depending on the degree of importance. This importance is best understood by the business heads and department heads.
d) You have asked for KPIs specific to the EPC or the infra companies. However, please note that PMS is far more than "copy and paste" work. To design KPIs and KRAs, one has to study the systems and processes of each department. Based on this study, one has to identify the costs and ratios associated with the department. Later these need to be assigned to the respective HODs.
e) The exercise of allotment of KPIs and KRAs cannot be limited just to individuals. In many companies, the PMS is limited to salary increases. However, this is a wrong notion. You need to give primacy to the measurement of organizational performance. Please note that organizational concerns must override individual requirements.
For further queries, if any, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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how to set OKR for EPC industry dept wise. objectives, (strategy)\ KR- key results (how to measure) I-initiatives (execution)
From India, New Delhi
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From India, New Delhi
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Dear member,
As stated earlier, you have raised a query to which the reply cannot be provided directly as it involves a consulting matter. However, you may refer to the following response:
https://www.citehr.com/217784-help-n...tml#post978063
Thanks,
Dinesh Divekar
From India, Bangalore
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As stated earlier, you have raised a query to which the reply cannot be provided directly as it involves a consulting matter. However, you may refer to the following response:
https://www.citehr.com/217784-help-n...tml#post978063
Thanks,
Dinesh Divekar
From India, Bangalore
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