Dear Sir,
We are engineering company and manufacturing of food packaging machinery.
We are 50 employees (20 Staff + 30 Contract Labour)
We do not have any HR procedures and document to as an SOP.
I am single in HR/Personnel/Admin department.
I have no similar experience of core HR process.
I would like to develop job description for each post and on it to develop KRA/KPI, it must link with annual evaluation.
So, I request to all please advice how/when/what/where can start???
Best regards,
Parimal
From India, Ahmadabad
4We are engineering company and manufacturing of food packaging machinery.
We are 50 employees (20 Staff + 30 Contract Labour)
We do not have any HR procedures and document to as an SOP.
I am single in HR/Personnel/Admin department.
I have no similar experience of core HR process.
I would like to develop job description for each post and on it to develop KRA/KPI, it must link with annual evaluation.
So, I request to all please advice how/when/what/where can start???
Best regards,
Parimal
From India, Ahmadabad
Dear Parimal,
What you need to do is establish proper Performance Management System (PMS) for your organisation. KRA or KPI is part of PMS. The system and procedure of implement of KRA/KPI is as below:
a) Design KPIs for every single department
b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date of measurement of the performance.
d) Conduct the supplementary training to managers on "How to Conduct Performance Appraisal".
e) Conduct the Performance appraisal. Again fix KRAs for the next financial year.
f) Assess the suitability of PA process. Do some changes if required.
g) Let the cycle go on.
Recently, there was very good discussion titled "PMS for workers". It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I handling consulting on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing policy on Employee Performance
i) Conducting training on what is KPI or KRA
j) Conducting training on how to handle PA, how to give feedback etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to provide consulting and training services to your company.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
What you need to do is establish proper Performance Management System (PMS) for your organisation. KRA or KPI is part of PMS. The system and procedure of implement of KRA/KPI is as below:
a) Design KPIs for every single department
b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date of measurement of the performance.
d) Conduct the supplementary training to managers on "How to Conduct Performance Appraisal".
e) Conduct the Performance appraisal. Again fix KRAs for the next financial year.
f) Assess the suitability of PA process. Do some changes if required.
g) Let the cycle go on.
Recently, there was very good discussion titled "PMS for workers". It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I handling consulting on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing policy on Employee Performance
i) Conducting training on what is KPI or KRA
j) Conducting training on how to handle PA, how to give feedback etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to provide consulting and training services to your company.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
Dear Parimal,
I provide consulting services in setting up of PMS in the company. click here to know more about my services.
Thanks,
Dinesh Divekar
From India, Bangalore
I provide consulting services in setting up of PMS in the company. click here to know more about my services.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Parimal,
you can get on internet various JD (job description) free of cost.
KRA is nothing but job responsibilities of any role. Google a few KRAs and you will get a very good idea of what and how to do.
Please revert and i shall share a few sample KRA's with you on cite hr itself...
Hope it helps..
From India, Delhi
you can get on internet various JD (job description) free of cost.
KRA is nothing but job responsibilities of any role. Google a few KRAs and you will get a very good idea of what and how to do.
Please revert and i shall share a few sample KRA's with you on cite hr itself...
Hope it helps..
From India, Delhi
Dear Kanika,
I have little different take on what you have written.
While nothing wrong as such in downloading the Job Descriptions from the internet, what matters is checking whether there is mismatch. Since lot of HR professionals fail to check on this count, there is always difference in what employees do in actual practice what JD is written on the paper.
Secondly, about downloading the KRAs from the Google. Nothing wrong in this case also. But then raison d'ętre of PMS lies in ensuring instituting measures in such a way so as to uncover the hidden costs. Many HR know only how to download but in the zeal of downloading they do not measure the business performance!
Instituting PMS in right earnest takes weeks together. To stabilise PMS, it takes 2-5 years.
If you wish to refer my ppt on how do I provide consulting on PMS, then you may click here
Thanks,
Dinesh Divekar
Dear Parimal,
you can get on internet various JD (job description) free of cost.
KRA is nothing but job responsibilities of any role. Google a few KRAs and you will get a very good idea of what and how to do.
Please revert and i shall share a few sample KRA's with you on cite hr itself...
Hope it helps..
From India, Bangalore
I have little different take on what you have written.
While nothing wrong as such in downloading the Job Descriptions from the internet, what matters is checking whether there is mismatch. Since lot of HR professionals fail to check on this count, there is always difference in what employees do in actual practice what JD is written on the paper.
Secondly, about downloading the KRAs from the Google. Nothing wrong in this case also. But then raison d'ętre of PMS lies in ensuring instituting measures in such a way so as to uncover the hidden costs. Many HR know only how to download but in the zeal of downloading they do not measure the business performance!
Instituting PMS in right earnest takes weeks together. To stabilise PMS, it takes 2-5 years.
If you wish to refer my ppt on how do I provide consulting on PMS, then you may click here
Thanks,
Dinesh Divekar
Dear Parimal,
you can get on internet various JD (job description) free of cost.
KRA is nothing but job responsibilities of any role. Google a few KRAs and you will get a very good idea of what and how to do.
Please revert and i shall share a few sample KRA's with you on cite hr itself...
Hope it helps..
From India, Bangalore
Hello Parimal
I was also new when i joined my first company and i was also not able to make the JD and KRA / KRI for the workers as the company was new as well as it was only me who was looking the HR and admin department the i got to know about the Omni group they provide end to end facility in HR and they do the best for the companies.
You can contact Mr. P. Shrivastava
Contact Detail :-
9594001383
Regards
Jeffry Saxena
From India, Mumbai
I was also new when i joined my first company and i was also not able to make the JD and KRA / KRI for the workers as the company was new as well as it was only me who was looking the HR and admin department the i got to know about the Omni group they provide end to end facility in HR and they do the best for the companies.
You can contact Mr. P. Shrivastava
Contact Detail :-
9594001383
Regards
Jeffry Saxena
From India, Mumbai
Hi Dinesh, Hope you are doing great Can you help me to have comparison / difference between 180 & 360 degree appraisal system and why its gonna best, plz explain thanks
From India, Vadodara
From India, Vadodara
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Job Description - HR & Admin.doc