I am working in manufacturing Organizations as an HR Coordinator. can any one tell me KPI(key performance Indicators). send me doc or ppt files as soon as possibile. Thanks and regards
From India, Pune
From India, Pune
Dear Vijay,
To have thorough knowledge of KPI and KRA, you need to update yourself on Performance Management System (PMS). Instituting PMS is far more than downloading some PPT or acquire some documents from the internet. If you wish to install PMS in its right earnest, then you need to do deep study of the functioning of each and every department. You need to design measures of performance based on this study. There are cases wherein HR professionals implement PMS with incomplete knowledge. You may click here to know what happens in such cases.
To institute PMS it requires great exposure across the spectrum of industries. If mishandled it may do more harm than good. To know more about instituting PMS in the company, you may click here to refer my past post.
In well-designed PMS organisations, individual are trained well so that they can design their own KRAs. Manager only validates it. Junior is expected to maintain MIS or other evidence to prove the quantum of performance in PA meeting. Manager verifies the score. In this process, nobody gives or takes anything. Junior [i]earns] the marks and there is evidence for this. In the same PA meeting, junior is also expected to come up with his KRA for next quarter or half-year. Manager verifies it, reassigns the weights if required, changes the KRAs itself if required. Further feedback can follow in subsequent meeting. Since junior himself or herself calculates the score, there is no room for disgruntlement
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer my past replies, then you may click the following links to refer those:
Subjectivity in Performance Appraisal
https://www.citehr.com/493249-design...ml#post2150143
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of. PMS will be helpful to you in your recruitment, employee training, manpower planning and do on.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
7881To have thorough knowledge of KPI and KRA, you need to update yourself on Performance Management System (PMS). Instituting PMS is far more than downloading some PPT or acquire some documents from the internet. If you wish to install PMS in its right earnest, then you need to do deep study of the functioning of each and every department. You need to design measures of performance based on this study. There are cases wherein HR professionals implement PMS with incomplete knowledge. You may click here to know what happens in such cases.
To institute PMS it requires great exposure across the spectrum of industries. If mishandled it may do more harm than good. To know more about instituting PMS in the company, you may click here to refer my past post.
In well-designed PMS organisations, individual are trained well so that they can design their own KRAs. Manager only validates it. Junior is expected to maintain MIS or other evidence to prove the quantum of performance in PA meeting. Manager verifies the score. In this process, nobody gives or takes anything. Junior [i]earns] the marks and there is evidence for this. In the same PA meeting, junior is also expected to come up with his KRA for next quarter or half-year. Manager verifies it, reassigns the weights if required, changes the KRAs itself if required. Further feedback can follow in subsequent meeting. Since junior himself or herself calculates the score, there is no room for disgruntlement
There is lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on Youtube. To refer that video, you may click here.
I have been giving my replies on the subject time and again. If you wish to refer my past replies, then you may click the following links to refer those:
Subjectivity in Performance Appraisal
https://www.citehr.com/493249-design...ml#post2150143
I handle consulting on PMS. To know more about my services, you may click here. Talk to your management and if they are ready then we may work together. If you hire my services, I will do deep study of each department and design new measures which hitherto you had never thought of. PMS will be helpful to you in your recruitment, employee training, manpower planning and do on.
Thanks,
Dinesh V Divekar
[B]
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.
PERFORMANCE INDICATOR-MR.do c
Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf