Guys,
I am working as HT in FMCG industry handling sales force of pan India. We are looking to redesign the performance management system of your on measurable parameters for Sales force. E.g. their target v/s achievement, team work, etc.
Could someone from same industry suggest some parameters or Forms Formats of PMS
Thanks
From India, Mumbai
I am working as HT in FMCG industry handling sales force of pan India. We are looking to redesign the performance management system of your on measurable parameters for Sales force. E.g. their target v/s achievement, team work, etc.
Could someone from same industry suggest some parameters or Forms Formats of PMS
Thanks
From India, Mumbai
Dear Urvashi,
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation or department. 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.
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
7884Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation or department. 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.
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
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.
UNDERSTANDING ROLE OF DISTRIBUTOR AND HIS MANAGEMENT IN FMCG SALES.pptx
Sales Report 2016 one.xls
PMS Handbook.pdf