Dear Seniors,
We are a start up company into valve manufacturing. We have framed KPI for different Departments; please go thru and suggest, so that we can roll out KPIs for this quarter.
Regards,
Mani
From India, Bangalore
We are a start up company into valve manufacturing. We have framed KPI for different Departments; please go thru and suggest, so that we can roll out KPIs for this quarter.
Regards,
Mani
From India, Bangalore
Dear Mani,
You have attempted to design KRAs for the various departments. Nevertheless, you need to improve your understanding of the concept of KPI/KRA in a big way. You are typical person who is yet to understand the difference between KPI and KRA.
Secondly, it is not your job to design the KPIs for every department. It is the job of HOD. HR is only the facilitator of the PMS process. Why are you getting into this? I have revised the KRAs in first 1-2 Excel sheets of the workbook. Rest all you need to revise on your own.
For further reading, you may go through my following reply:
https://www.citehr.com/494240-perfor...ml#post2150682
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
7879You have attempted to design KRAs for the various departments. Nevertheless, you need to improve your understanding of the concept of KPI/KRA in a big way. You are typical person who is yet to understand the difference between KPI and KRA.
Secondly, it is not your job to design the KPIs for every department. It is the job of HOD. HR is only the facilitator of the PMS process. Why are you getting into this? I have revised the KRAs in first 1-2 Excel sheets of the workbook. Rest all you need to revise on your own.
For further reading, you may go through my following reply:
https://www.citehr.com/494240-perfor...ml#post2150682
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
Dinesh has given you the right advice. You are confusing between KRA (which means Key objective) & KPI (which means measure such as time, quantity, quality etc..). And defining KRAs & KPIs is not the role of HR. The respective departmental heads are being paid for this job since they are the expert professionals to decide which KRAs are to be allocated to different employees in their department. And how the completion of assigned KRAs is to be measured is also their responsibility.
Your role as HR is to facilitate this process & coordinate that the KRAs & KPIs are set well before the beginning of the Financial Year so that everyone in the company becomes accountable. The KRAs setting process has to start with the CEO setting the KRAs for his direct reports. And then it travels downwards to achieve alignment across the company. Otherwise, the entire process is a non-starter.
Have a look at 'EmpXtrack' to understand how the Goal Setting & tracking process is managed by different organizations.
From India, Delhi
Your role as HR is to facilitate this process & coordinate that the KRAs & KPIs are set well before the beginning of the Financial Year so that everyone in the company becomes accountable. The KRAs setting process has to start with the CEO setting the KRAs for his direct reports. And then it travels downwards to achieve alignment across the company. Otherwise, the entire process is a non-starter.
Have a look at 'EmpXtrack' to understand how the Goal Setting & tracking process is managed by different organizations.
From India, Delhi
Dear Sirs, Thanks for valuable feed back; if any one can correct the attachment in KPI context, will be more helpful as we are running out of time. Thanks, Mani
From India, Bangalore
From India, Bangalore
Dear Mani,
You have to go a long way in improving your understanding on the concept of KPI, KRA or on PMS itself. You have developed understanding by reading books or material from various websites. I appreciate your inquisitiveness. But that is not sufficient. You need to take guidance from some professional.
Bookish knowledge tells you that tomato is a fruit. However, it is experienced person who tells you not to add tomato in fruit salad even though it is fruit. This is what is the difference between learning from experienced consultant and doing something on one's own is.
Talk to your management. Hire my services to establish PMS in your company and see the difference.
The one more flaw in your work is that you have not devised KPIs or KRAs for your MD. Why is he/she placed above board? Measures of performance are for the top-most bosses as well, nobody can escape from PMS's purview.
Thanks,
Dinesh Divekar
Dear Sirs,
Thanks for valuable feed back; if any one can correct the attachment in KPI context, will be more helpful as we are running out of time.
Thanks,
Mani
From India, Bangalore
You have to go a long way in improving your understanding on the concept of KPI, KRA or on PMS itself. You have developed understanding by reading books or material from various websites. I appreciate your inquisitiveness. But that is not sufficient. You need to take guidance from some professional.
Bookish knowledge tells you that tomato is a fruit. However, it is experienced person who tells you not to add tomato in fruit salad even though it is fruit. This is what is the difference between learning from experienced consultant and doing something on one's own is.
Talk to your management. Hire my services to establish PMS in your company and see the difference.
The one more flaw in your work is that you have not devised KPIs or KRAs for your MD. Why is he/she placed above board? Measures of performance are for the top-most bosses as well, nobody can escape from PMS's purview.
Thanks,
Dinesh Divekar
Dear Sirs,
Thanks for valuable feed back; if any one can correct the attachment in KPI context, will be more helpful as we are running out of time.
Thanks,
Mani
From India, Bangalore
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