Hi
I have recently joined a Medical college hospital as HR & Training head. If someone can help me with KRAs of the different department of a hospital, basis Clinical & Non-clinical
Also what are the mandatory training to be conducted in the Hospital as per adherence to NABH
Regards,
S
From India, Delhi
I have recently joined a Medical college hospital as HR & Training head. If someone can help me with KRAs of the different department of a hospital, basis Clinical & Non-clinical
Also what are the mandatory training to be conducted in the Hospital as per adherence to NABH
Regards,
S
From India, Delhi
Dear team,
Can you please help me with a draft of Performance Management System as I want to keep it ready for the appraisal time next year the entire document so that I get time to modify according to my industry.
Thanks in advance
Anand
From India, Chennai
1Can you please help me with a draft of Performance Management System as I want to keep it ready for the appraisal time next year the entire document so that I get time to modify according to my industry.
Thanks in advance
Anand
From India, Chennai
Hi All, Can anyone help me with KRA’s for the below profile in Education industry : 1 Communications Manager 2. Events Manager
From India, Mumbai
From India, Mumbai
Hi, I am Ritesh, Please anyone can share KRA, KPA process template file for the Services industry.
From India, Pune
From India, Pune
Dear Sir, This is the first time that as an HR i need to frame the KRA of all the staff members . Kindly guide me for the same.
From India, Mumbai
From India, Mumbai
KRA based Appraisal Forms and a guideline how to execute it in the organisation will be of great help Regards, Viji Nixon Mumbai
From India, Mumbai
From India, Mumbai
Greetings! I need to prepare the performance management system for a digital agency. I need help and some templates or work for creating the KRA and KPI.
Any suggestions would be highly appreciated.
Thank You!
From India, Mumbai
Any suggestions would be highly appreciated.
Thank You!
From India, Mumbai
Dear All,
Trust you are doing well.
We are a manufacturing company with revenue size of 600 Crore. We are in process of finalizing the KRAs of our key people. For the same I am seeking some sample templates...Please let me know if someone here can help me with the templates..I need it for Internal Audit head and for Finance controler mainly...
From India, Davangere
Trust you are doing well.
We are a manufacturing company with revenue size of 600 Crore. We are in process of finalizing the KRAs of our key people. For the same I am seeking some sample templates...Please let me know if someone here can help me with the templates..I need it for Internal Audit head and for Finance controler mainly...
From India, Davangere
Process for designing a KRA/KPI template.
First of all you need to have your strategies for the financial year in place such as budgets, targets and achievements that you desire to accomplish your goals for the business success that year.
Secondly you need to derive the line of managers from the supervisors upward as to who is reporting to who ie., supervisors to line managers, line managers to manager, managers to departmental heads and departmental head to the directors so on and so forth.
Therefore the KRA's or KPI's of the to Director gets cascaded down the line for the goals that all need to achieve from the bottom. In other words the KRA or KPI of the Supervisor is that of the Line Manager and that of the Line Manager is the Managers and so on. This would have a sink that all of us work towards a common goal. That is if the bottom line does not perform the top line would stagger. Therefore all need to come to a common consensus prior to putting your KRA's and KPI's in place. This process is called Goal Setting which happens at the beginning of the year which would be based on your budgets, targets and other initiatives that you put in place based on your Balanced Score Card.
Next once you put this in place, you come to a common agreement and sign off the papers at the beginning of the year and present it to your HR. Like this all the KRA's and KPI's goes to the custody of the HR right from the bottom most person to the Top Management ie., including the Director. Normally the Director is assessed by his CEO etc.,
Now each category of the KRA is broken down into sub parts for that particular department for all their activities and you provide a particular weightage for the same so as to arrive at 100%. An example as follows:-
1. Driving Customer Satisfaction:- 30%
2. Achieving Financial Results:- 20%
3. Achieving Employee Satisfaction:-20%
4. Achieving Departmental Initiatives (Productivity):- 20%
5. Overall Assessment by the Reporting Manager:-10%
The above is only a jist and sample of where you need to focus on the four major factors of any business such as Customer, Employee, Financial and Departmental Initiatives besides your direct reporting managers assessment of you (as in the form of an appraisal).
Each initiative is now given a weightage score based on a template as follows:-
1. Supersedes above Targets-5
2. Above Target:- Marks-4
3. On Target:- Marks-3
4. Below Target:-Marks-2
5. Significantly below Target-1
Now put this on an excel sheet and give your scores based on the achivements which is normally done at the end of the year once you have all results in place such as P&L A/c., Customer Satisfaction Results, Productivity Results and Employee Engagement Results so on and so forth.
You may get the over all result and the incentives can be derived accordingly based on the individuals achievements. Normally there is also a mid year review which happens in some organization to assess as to how the performance is in the middle of the year so as to have course corrections if any. Deriving the results must be as per the documented final reports of the organization at the end of the year normally gets signed off by the CEO or Top Management so that there is no bias as the reporting manager has only 10% towards providing his assessment of his reportee which again would be based on certain soft skills or leadership qualities.
Trust this gives a simple guideline to derive your templates.
From India, Chennai
First of all you need to have your strategies for the financial year in place such as budgets, targets and achievements that you desire to accomplish your goals for the business success that year.
Secondly you need to derive the line of managers from the supervisors upward as to who is reporting to who ie., supervisors to line managers, line managers to manager, managers to departmental heads and departmental head to the directors so on and so forth.
Therefore the KRA's or KPI's of the to Director gets cascaded down the line for the goals that all need to achieve from the bottom. In other words the KRA or KPI of the Supervisor is that of the Line Manager and that of the Line Manager is the Managers and so on. This would have a sink that all of us work towards a common goal. That is if the bottom line does not perform the top line would stagger. Therefore all need to come to a common consensus prior to putting your KRA's and KPI's in place. This process is called Goal Setting which happens at the beginning of the year which would be based on your budgets, targets and other initiatives that you put in place based on your Balanced Score Card.
Next once you put this in place, you come to a common agreement and sign off the papers at the beginning of the year and present it to your HR. Like this all the KRA's and KPI's goes to the custody of the HR right from the bottom most person to the Top Management ie., including the Director. Normally the Director is assessed by his CEO etc.,
Now each category of the KRA is broken down into sub parts for that particular department for all their activities and you provide a particular weightage for the same so as to arrive at 100%. An example as follows:-
1. Driving Customer Satisfaction:- 30%
2. Achieving Financial Results:- 20%
3. Achieving Employee Satisfaction:-20%
4. Achieving Departmental Initiatives (Productivity):- 20%
5. Overall Assessment by the Reporting Manager:-10%
The above is only a jist and sample of where you need to focus on the four major factors of any business such as Customer, Employee, Financial and Departmental Initiatives besides your direct reporting managers assessment of you (as in the form of an appraisal).
Each initiative is now given a weightage score based on a template as follows:-
1. Supersedes above Targets-5
2. Above Target:- Marks-4
3. On Target:- Marks-3
4. Below Target:-Marks-2
5. Significantly below Target-1
Now put this on an excel sheet and give your scores based on the achivements which is normally done at the end of the year once you have all results in place such as P&L A/c., Customer Satisfaction Results, Productivity Results and Employee Engagement Results so on and so forth.
You may get the over all result and the incentives can be derived accordingly based on the individuals achievements. Normally there is also a mid year review which happens in some organization to assess as to how the performance is in the middle of the year so as to have course corrections if any. Deriving the results must be as per the documented final reports of the organization at the end of the year normally gets signed off by the CEO or Top Management so that there is no bias as the reporting manager has only 10% towards providing his assessment of his reportee which again would be based on certain soft skills or leadership qualities.
Trust this gives a simple guideline to derive your templates.
From India, Chennai
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Kra format.doc
Kra-kpi_report_ 628.xls
KRA for Asst Training Manager.pdf