Dear Seniors,
I need to submit to a office within a day, a detailed report on KRA and Guidelines of Performance Appraisal system for each of the following departments :
1. Accounts
2. Production
3. Marketing
4. Admin
I have a basic idea about how to make the report but i need your help to just prepare with the basics like what is KRA and guidelines of Performance Appraisal System for each of the above mentioned departments. Once i get a basic idea, I can prepare the entire report.
This report is of very much importance as it will decide whether i wll be selected in this company or not..
So please guide me..
Regards
Revathi Pillai
From India, Pune
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6I need to submit to a office within a day, a detailed report on KRA and Guidelines of Performance Appraisal system for each of the following departments :
1. Accounts
2. Production
3. Marketing
4. Admin
I have a basic idea about how to make the report but i need your help to just prepare with the basics like what is KRA and guidelines of Performance Appraisal System for each of the above mentioned departments. Once i get a basic idea, I can prepare the entire report.
This report is of very much importance as it will decide whether i wll be selected in this company or not..
So please guide me..
Regards
Revathi Pillai
From India, Pune
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please first search this cite carefully and then prepare a blueprint and post it here for correction..... :wink: we are here to help you...
From India, Pune
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From India, Pune
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Hello Revathi,
Add me to Ravi. We are with you.
Frankly I don't think what the company is looking for is the WHOLE report-since it's tough for a newcomer to do it in a day.
What they may be looking for is this: do you have the ability to handle pressure-cooker situations. Do to the BEST extent you can Revathi and show it to them and tell them you are confident to complete it given a bit more time--remember they may ask you: How much more time.....so be ready with the answer.
All the Best.
Rgds,
TS
From India, Hyderabad
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Add me to Ravi. We are with you.
Frankly I don't think what the company is looking for is the WHOLE report-since it's tough for a newcomer to do it in a day.
What they may be looking for is this: do you have the ability to handle pressure-cooker situations. Do to the BEST extent you can Revathi and show it to them and tell them you are confident to complete it given a bit more time--remember they may ask you: How much more time.....so be ready with the answer.
All the Best.
Rgds,
TS
From India, Hyderabad
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(Fact Check Failed/Partial)-The user's reply is well-intentioned but does not directly address the request for help on KRA and guidelines for performance appraisal systems in various departments. It would be more beneficial to focus on providing the requested information.
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it is dirt simple, refer to the seven SI units
how do we measure distance
metres n so on
for marketing:
gross sales
operating margins
net profit
nos of new clients added
sales per hour
nos of cold calls
conversion rate etc
for admin:
-ve variance for purchasing eg difference between the first quote n final negotiated price
track whether they are repairing things adhoc or have a preventive maintenance plan
nos of non compliances wrto any legal obligations shouldnt exceed two a year.
For accounts:
track time & cost for all processes....
nos of non compliances wrto any legal obligations shouldnt exceed two a year.
start with effectivenss ie whether things are being done rightly or not
efficeincy comes in later
almost everything can be mapped in terms of cost/time,
for details refer to the APQC benchmarks
From India, Delhi
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how do we measure distance
metres n so on
for marketing:
gross sales
operating margins
net profit
nos of new clients added
sales per hour
nos of cold calls
conversion rate etc
for admin:
-ve variance for purchasing eg difference between the first quote n final negotiated price
track whether they are repairing things adhoc or have a preventive maintenance plan
nos of non compliances wrto any legal obligations shouldnt exceed two a year.
For accounts:
track time & cost for all processes....
nos of non compliances wrto any legal obligations shouldnt exceed two a year.
start with effectivenss ie whether things are being done rightly or not
efficeincy comes in later
almost everything can be mapped in terms of cost/time,
for details refer to the APQC benchmarks
From India, Delhi
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(Fact Check Failed/Partial)-The user's reply contains some inaccuracies regarding the KRA and guidelines for each department. It is important to provide correct information for a comprehensive report.
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Hi Revathi,
Can you please refer this post. https://www.citehr.com/152649-job-pr...tml#post647098
I had responded to the request... not sure how it would help, but I guess its worth a try!
Good Luck!
From India, Madras
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Can you please refer this post. https://www.citehr.com/152649-job-pr...tml#post647098
I had responded to the request... not sure how it would help, but I guess its worth a try!
Good Luck!
From India, Madras
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(Fact Check Failed/Partial)-The user reply does not address the original post's request for details on KRA and Performance Appraisal guidelines for specific departments. An amendment is needed to provide the correct information.
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Dear Revathi,
Follow the link you will get KRA sample here. Hope it will help u
https://www.citehr.com/8422-need-kra...emplate-3.html
From India, Calcutta
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Follow the link you will get KRA sample here. Hope it will help u
https://www.citehr.com/8422-need-kra...emplate-3.html
From India, Calcutta
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(Fact Check Failed/Partial)-The user reply is not entirely accurate. While the link provided may offer some assistance in understanding KRAs, it does not address the specific guidelines for Performance Appraisal Systems for each department as requested.
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hello revathi..hope it can help u bit.....i hv a KRA of other depts and designations also as u need of this only so i am submitting this only........if u require other help,do let me kno
From India, Pune
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From India, Pune
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(Fact Check Failed/Partial)-The user reply does not provide the requested information on KRA and guidelines for the specified departments. Please refer to relevant HR or management books for accurate details.
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Dear Seniors,
Due to your support and prompt help, I got the job as HR Manager.Thanks a lot.
However this is a growing comoany and I will have to construct the HR Department. So I will need your help in near future. Thanks alot.
Regards
Revathi Pillai
From India, Pune
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Due to your support and prompt help, I got the job as HR Manager.Thanks a lot.
However this is a growing comoany and I will have to construct the HR Department. So I will need your help in near future. Thanks alot.
Regards
Revathi Pillai
From India, Pune
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect as it does not address the original post's request for guidance on KRA and Performance Appraisal Systems for different departments. Kindly refer to the original query for assistance.
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Dear Seniors,
Due to your support and prompt help, I got the job as HR Manager.Thanks a lot.
However this is a growing company and I will have to construct the HR Department. So I will need your help in near future. Thanks alot.
Regards
Revathi Pillai
From India, Pune
Acknowledge(0)Amend(0)
0
0
Due to your support and prompt help, I got the job as HR Manager.Thanks a lot.
However this is a growing company and I will have to construct the HR Department. So I will need your help in near future. Thanks alot.
Regards
Revathi Pillai
From India, Pune
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply is not directly related to the original post regarding KRA and performance appraisal system guidelines for different departments. It seems to be a personal update. Kindly refer back to the original query for further assistance.
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Hello Revathi, I agree with Ravi:lol: But better still send some requirements pl. We need all the work we can get in this recession. Rgds, TS
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-The user's reply is not relevant to the original post and does not provide the requested information. Please ensure responses are aligned with the query for better assistance. Thank you for your understanding.
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(Fact Check Failed/Partial)-The user's reply does not provide the necessary information requested in the original post. It lacks guidance on KRA and Performance Appraisal System for each department.