I am HR executive and I need to formulate KPI (Key performance indicator) and KRA (Key responsibility area) for a telecom firm for the carrier relationship manager. Please help me formulate this.
From India, Ahmedabad
1From India, Ahmedabad
Dear Neha,
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 senior to whom Carrier Relationship Manager reports. Why senior is not developing the KRAs to his/her junior? 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.
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 senior to whom Carrier Relationship Manager reports. Why senior is not developing the KRAs to his/her junior? 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.
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 Dinesh , Can you send me good appraisal format as we are startup company. I need to know what all Aspect we can add and how we rate employees.
From India, Pune
From India, Pune
Dear HRs,
I have started working for an start - up IT(web development) company, we are planning to implement "Performance review" of the current employees, required urgent guidance regarding how to and what "Key performance Indicators/Parameters" should be set to judge their weekly performance and productivity.
Kindly provide me a sample performance report for the same on urgent basis,
I will be highly thankful for your guidance and help.
Thanks!!!
From India, undefined
I have started working for an start - up IT(web development) company, we are planning to implement "Performance review" of the current employees, required urgent guidance regarding how to and what "Key performance Indicators/Parameters" should be set to judge their weekly performance and productivity.
Kindly provide me a sample performance report for the same on urgent basis,
I will be highly thankful for your guidance and help.
Thanks!!!
From India, undefined
Hi Seniors,
i have join manufacturing company and i want to know details about what is the process of performance management for the staff also provide me the format of performance appraisal
Expecting your reply at the earliest.
Thanks & regards
Nirali Patel
From India, Chennai
i have join manufacturing company and i want to know details about what is the process of performance management for the staff also provide me the format of performance appraisal
Expecting your reply at the earliest.
Thanks & regards
Nirali Patel
From India, Chennai
Hello! I am working with an IT company in Pune. I want to make a format for the performance management of the HR Team. I have 6 recruiters and 2 generalists on the team working under me. I need to track their performances. Could someone help me create the format for the same?
From India, Mumbai
From India, Mumbai
Dear Shagun,
You have asked for the format to track the performance of your subordinates. However, the question arises is whether you have prepared a policy on Performance Appraisal for the employees of your company. The format for tracking the employee performance remains irrespective of the department. However, KRAs or goals for each department each for a particular performance cycle?
Generally, the HR department is the owner of the process of PA. Nevertheless, you have raised a query though you are from the HR department. Therefore, fairness demands creating a draft of the format on your own and uploading it here. Some senior member like me will correct it.
Members of this forum provide issue-based solutions. They are not consultants who provide their free services.
Thanks,
Dinesh Divekar
From India, Bangalore
You have asked for the format to track the performance of your subordinates. However, the question arises is whether you have prepared a policy on Performance Appraisal for the employees of your company. The format for tracking the employee performance remains irrespective of the department. However, KRAs or goals for each department each for a particular performance cycle?
Generally, the HR department is the owner of the process of PA. Nevertheless, you have raised a query though you are from the HR department. Therefore, fairness demands creating a draft of the format on your own and uploading it here. Some senior member like me will correct it.
Members of this forum provide issue-based solutions. They are not consultants who provide their free services.
Thanks,
Dinesh Divekar
From India, Bangalore
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.
Key performance indicators (KPI).doc
Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf