Hi All,
I have joined a manufacturing unit with 2200 of employee strength. I need to establish Performance Management system here. I have started to make KPI of HR staff. But still need guidance for the implementation and execution of the same.
Kindly help.
Regards
Ms. Batavia
From India, Ahmadabad
1I have joined a manufacturing unit with 2200 of employee strength. I need to establish Performance Management system here. I have started to make KPI of HR staff. But still need guidance for the implementation and execution of the same.
Kindly help.
Regards
Ms. Batavia
From India, Ahmadabad
Dear Ms Dolly Batavia,
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. I do not know what is your designation, however, if you are from HR then it is not your job to develop the KRAs. This job is of a HOD of respective department. Why HODs are not developing the KRAs to his/her junior? HR's job is to vet the KRAs and find out whether these principles of PMS or not. It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Attachment: - For your convenience, I have attached the Sample KPI and KRA Manual. This Excel workbook contains KPIs and KRAs for industries like manufacturing, port, construction etc.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. I do not know what is your designation, however, if you are from HR then it is not your job to develop the KRAs. This job is of a HOD of respective department. Why HODs are not developing the KRAs to his/her junior? HR's job is to vet the KRAs and find out whether these principles of PMS or not. It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Attachment: - For your convenience, I have attached the Sample KPI and KRA Manual. This Excel workbook contains KPIs and KRAs for industries like manufacturing, port, construction etc.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi,
Take a look at : www.itsyourskills.com
It's Your Skills offers web app to create skills based performance management with 360 degree feedback from managers and peers , which is cloud based SaaS application.
A core engine of Skills Profiling and Library maintaining with 150,000 skills. To find skills gap and for performance evaluation we developed a cost effective web app.
Try it for free : www.itsyourskills.com
From India, Chennai
Take a look at : www.itsyourskills.com
It's Your Skills offers web app to create skills based performance management with 360 degree feedback from managers and peers , which is cloud based SaaS application.
A core engine of Skills Profiling and Library maintaining with 150,000 skills. To find skills gap and for performance evaluation we developed a cost effective web app.
Try it for free : www.itsyourskills.com
From India, Chennai
Hello Dolly,
You can use the following 15 questions for effective employee evaluation for setting up KRA and how to derive them KPI.
Once you have got that in place, you can use a Performance Management system like https://grosum.com/home.do to make the process more streamlined, and easy for your employees as well as managers.
Goodluck with that.
Rajarshi
www.grosum.com
From India, Howrah
You can use the following 15 questions for effective employee evaluation for setting up KRA and how to derive them KPI.
Once you have got that in place, you can use a Performance Management system like https://grosum.com/home.do to make the process more streamlined, and easy for your employees as well as managers.
Goodluck with that.
Rajarshi
www.grosum.com
From India, Howrah
Dear All,
We need a detailed kpi for our sales team. Their key responsibilities are making calls, pitching service to clients, hitting monthly sales targets, targeting lost leads. How to I make a kpi for them? I am not able to put this in a quantitative way in excel.
From India, Kolkata
We need a detailed kpi for our sales team. Their key responsibilities are making calls, pitching service to clients, hitting monthly sales targets, targeting lost leads. How to I make a kpi for them? I am not able to put this in a quantitative way in excel.
From India, Kolkata
Dear All,
Please if any of you could help me out for below for KRA and KPI for all the department below(Manufacturing company):
I got to make KRA and KPI, as I have to make it for the first time, I got bit confused.
Pls any one pls share if you have the same.
1. Sl. No Department Designation
1 ACCOUNTS Sr. EXECUTIVE
2 DESIGN ASSISTANT MANAGER - DESIGN
3 HR & ADMINISTRATION ASSISTANT MANAGER - HUMAN RESOURCE COMPLIANCE
4 HR & ADMINISTRATION ASST. MANAGER - TALENT ACQUISTION
5 HR & ADMINISTRATION MANAGER - HR
6 INVENTORY MANAGER - Inventory
7 IT MANAGER - IT
8 MAINTENANCE MANAGER - MAINTENANCE
9 MARKETING MANAGER - DIGITAL MARKETING
10 MIS SR. EXECUTIVE - DATA ADMINISTRATION
11 PPC MANAGER - PPC
12 PRODUCTION ASSISTANT MANAGER-ASSEMBLY
13 PRODUCTION ASSISTANT SUPERVISOR - MACHINE SHOP
14 PRODUCTION PROGRAMER - BENDING & CUTTING
15 PRODUCTION PROGRAMER - MACHINE SHOP
16 PRODUCTION SUPERVISOR - CARPENTARY
17 PRODUCTION SUPERVISOR - FABRICATION MACHINE
18 PRODUCTION SUPERVISOR - FABRICATION PARTS
19 PRODUCTION SUPERVISOR - HIGH SKILLS
20 PRODUCTION SUPERVISOR - LOW SKILLS
21 PRODUCTION SUPERVISOR - MACHINE SHOP
22 PRODUCTION SUPERVISOR - PAINT SHOP
23 PRODUCTION SUPERVISOR - SEMI SKILLS
24 Quality MANAGER - QUALITY
25 Quality SR. ENGINEER - QUALITY
26 Sales AREA SALES MANAGER-SALES
27 Sales DGM- SALES
28 Sales MANAGER-BUSINESS DEVELOPMENT
29 Sales REGIONAL SALES MANAGER
30 Sales REGIONAL SALES MANAGER - PROJECT
31 Sales Support MANAGER - SERVICE
32 Sales Support MANAGER-BUSINESS DEVELOPMENT
33 Sales Support SALES SUPPORT
34 SUPPLY CHAIN MANAGEMENT ASSISTANT MANAGER - DISPATCH
35 SUPPLY CHAIN MANAGEMENT Assistant Manager- SUPPLY CHAIN
36 SUPPLY CHAIN MANAGEMENT MANAGER - DISPATCH
37 SUPPLY CHAIN MANAGEMENT MANAGER - PURCHASE
Regards,
Rani
From India, Jaipur
Please if any of you could help me out for below for KRA and KPI for all the department below(Manufacturing company):
I got to make KRA and KPI, as I have to make it for the first time, I got bit confused.
Pls any one pls share if you have the same.
1. Sl. No Department Designation
1 ACCOUNTS Sr. EXECUTIVE
2 DESIGN ASSISTANT MANAGER - DESIGN
3 HR & ADMINISTRATION ASSISTANT MANAGER - HUMAN RESOURCE COMPLIANCE
4 HR & ADMINISTRATION ASST. MANAGER - TALENT ACQUISTION
5 HR & ADMINISTRATION MANAGER - HR
6 INVENTORY MANAGER - Inventory
7 IT MANAGER - IT
8 MAINTENANCE MANAGER - MAINTENANCE
9 MARKETING MANAGER - DIGITAL MARKETING
10 MIS SR. EXECUTIVE - DATA ADMINISTRATION
11 PPC MANAGER - PPC
12 PRODUCTION ASSISTANT MANAGER-ASSEMBLY
13 PRODUCTION ASSISTANT SUPERVISOR - MACHINE SHOP
14 PRODUCTION PROGRAMER - BENDING & CUTTING
15 PRODUCTION PROGRAMER - MACHINE SHOP
16 PRODUCTION SUPERVISOR - CARPENTARY
17 PRODUCTION SUPERVISOR - FABRICATION MACHINE
18 PRODUCTION SUPERVISOR - FABRICATION PARTS
19 PRODUCTION SUPERVISOR - HIGH SKILLS
20 PRODUCTION SUPERVISOR - LOW SKILLS
21 PRODUCTION SUPERVISOR - MACHINE SHOP
22 PRODUCTION SUPERVISOR - PAINT SHOP
23 PRODUCTION SUPERVISOR - SEMI SKILLS
24 Quality MANAGER - QUALITY
25 Quality SR. ENGINEER - QUALITY
26 Sales AREA SALES MANAGER-SALES
27 Sales DGM- SALES
28 Sales MANAGER-BUSINESS DEVELOPMENT
29 Sales REGIONAL SALES MANAGER
30 Sales REGIONAL SALES MANAGER - PROJECT
31 Sales Support MANAGER - SERVICE
32 Sales Support MANAGER-BUSINESS DEVELOPMENT
33 Sales Support SALES SUPPORT
34 SUPPLY CHAIN MANAGEMENT ASSISTANT MANAGER - DISPATCH
35 SUPPLY CHAIN MANAGEMENT Assistant Manager- SUPPLY CHAIN
36 SUPPLY CHAIN MANAGEMENT MANAGER - DISPATCH
37 SUPPLY CHAIN MANAGEMENT MANAGER - PURCHASE
Regards,
Rani
From India, Jaipur
Hi,
Asking for clarification like difference between KRA and KPI or asking what is KRA and KPA is reasonable and natural question.
Just sharing a huge list of departments pertains to your Organisation and asking Members to prepare KRA and KPI is not making sense.
How we will know the Dept wise KRA's of your Organisation ?
As you work for that Organisation you alone will be knowing the work process, role and responsibilities of the individuals working there. So you should prepare a draft and submit here for fine tuning..
For example we will not be knowing the nature of work of PRODUCTION ASSISTANT MANAGER-ASSEMBLY.
So sit with Technical team and make a note of roles and responsibilities of individuals Dept wise and then try to prepare KRA based on the inputs shared by them.
From India, Madras
Asking for clarification like difference between KRA and KPI or asking what is KRA and KPA is reasonable and natural question.
Just sharing a huge list of departments pertains to your Organisation and asking Members to prepare KRA and KPI is not making sense.
How we will know the Dept wise KRA's of your Organisation ?
As you work for that Organisation you alone will be knowing the work process, role and responsibilities of the individuals working there. So you should prepare a draft and submit here for fine tuning..
For example we will not be knowing the nature of work of PRODUCTION ASSISTANT MANAGER-ASSEMBLY.
So sit with Technical team and make a note of roles and responsibilities of individuals Dept wise and then try to prepare KRA based on the inputs shared by them.
From India, Madras
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