Dear Sir,
We are an engineering company engaged in the manufacturing of food packaging machinery. Currently, we have a total of 50 employees, comprising 20 staff members and 30 contract laborers. However, we lack HR procedures and documentation in the form of a standard operating procedure (SOP).
As the sole individual in the HR/Personnel/Admin department, I do not possess prior experience in core HR processes. I am interested in creating job descriptions for each position and establishing Key Result Areas (KRA) and Key Performance Indicators (KPI) that align with our annual evaluation process.
I kindly request advice from all on how, when, and where to begin this initiative.
Best regards,
Parimal
From India, Ahmadabad
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4We are an engineering company engaged in the manufacturing of food packaging machinery. Currently, we have a total of 50 employees, comprising 20 staff members and 30 contract laborers. However, we lack HR procedures and documentation in the form of a standard operating procedure (SOP).
As the sole individual in the HR/Personnel/Admin department, I do not possess prior experience in core HR processes. I am interested in creating job descriptions for each position and establishing Key Result Areas (KRA) and Key Performance Indicators (KPI) that align with our annual evaluation process.
I kindly request advice from all on how, when, and where to begin this initiative.
Best regards,
Parimal
From India, Ahmadabad
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Dear Parimal,
What you need to do is establish a proper Performance Management System (PMS) for your organization. KRA or KPI is a part of PMS. The system and procedure for implementing KRA/KPI are as follows:
a) Design KPIs for every single department.
b) Train your managers on the KPIs of their respective departments. Fix the KRAs based on the KPIs.
c) Set a date for measuring performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
e) Conduct the performance appraisal. Then, set KRAs for the next financial year.
f) Evaluate the suitability of the PA process. Make any necessary changes.
g) Let the cycle continue.
Recently, there was a very good discussion titled "PMS for workers." It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I handle consulting on Performance Management through KPI/KRA. If you wish, I can do the following for you:
h) Frame a policy on Employee Performance.
i) Conduct training on what KPIs or KRAs are.
j) Conduct training on how to handle PA, how to give feedback, etc.
To inform you about my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to provide consulting and training services to your company.
Thanks,
Dinesh V Divekar
From India, Bangalore
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What you need to do is establish a proper Performance Management System (PMS) for your organization. KRA or KPI is a part of PMS. The system and procedure for implementing KRA/KPI are as follows:
a) Design KPIs for every single department.
b) Train your managers on the KPIs of their respective departments. Fix the KRAs based on the KPIs.
c) Set a date for measuring performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
e) Conduct the performance appraisal. Then, set KRAs for the next financial year.
f) Evaluate the suitability of the PA process. Make any necessary changes.
g) Let the cycle continue.
Recently, there was a very good discussion titled "PMS for workers." It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I handle consulting on Performance Management through KPI/KRA. If you wish, I can do the following for you:
h) Frame a policy on Employee Performance.
i) Conduct training on what KPIs or KRAs are.
j) Conduct training on how to handle PA, how to give feedback, etc.
To inform you about my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to provide consulting and training services to your company.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Dear Parimal,
I provide consulting services in setting up of PMS in the company. [Click here](https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p31) to know more about my services.
Thanks,
Dinesh Divekar
From India, Bangalore
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I provide consulting services in setting up of PMS in the company. [Click here](https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p31) to know more about my services.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Parimal,
You can find various job descriptions (JDs) for free on the internet. Key Result Areas (KRAs) represent the job responsibilities of any role. By searching for a few KRAs on Google, you will gain a good understanding of what needs to be done and how.
Please respond, and I will share some sample KRAs with you on Cite HR itself.
Hope this information helps.
Thank you.
From India, Delhi
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You can find various job descriptions (JDs) for free on the internet. Key Result Areas (KRAs) represent the job responsibilities of any role. By searching for a few KRAs on Google, you will gain a good understanding of what needs to be done and how.
Please respond, and I will share some sample KRAs with you on Cite HR itself.
Hope this information helps.
Thank you.
From India, Delhi
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Dear Kanika,
I have little different take on what you have written.
While nothing wrong as such in downloading the Job Descriptions from the internet, what matters is checking whether there is mismatch. Since lot of HR professionals fail to check on this count, there is always difference in what employees do in actual practice what JD is written on the paper.
Secondly, about downloading the KRAs from the Google. Nothing wrong in this case also. But then raison d'ętre of PMS lies in ensuring instituting measures in such a way so as to uncover the hidden costs. Many HR know only how to download but in the zeal of downloading they do not measure the business performance!
Instituting PMS in right earnest takes weeks together. To stabilise PMS, it takes 2-5 years.
If you wish to refer my ppt on how do I provide consulting on PMS, then you may click here
Thanks,
Dinesh Divekar
Dear Parimal,
you can get on internet various JD (job description) free of cost.
KRA is nothing but job responsibilities of any role. Google a few KRAs and you will get a very good idea of what and how to do.
Please revert and i shall share a few sample KRA's with you on cite hr itself...
Hope it helps..
From India, Bangalore
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I have little different take on what you have written.
While nothing wrong as such in downloading the Job Descriptions from the internet, what matters is checking whether there is mismatch. Since lot of HR professionals fail to check on this count, there is always difference in what employees do in actual practice what JD is written on the paper.
Secondly, about downloading the KRAs from the Google. Nothing wrong in this case also. But then raison d'ętre of PMS lies in ensuring instituting measures in such a way so as to uncover the hidden costs. Many HR know only how to download but in the zeal of downloading they do not measure the business performance!
Instituting PMS in right earnest takes weeks together. To stabilise PMS, it takes 2-5 years.
If you wish to refer my ppt on how do I provide consulting on PMS, then you may click here
Thanks,
Dinesh Divekar
Dear Parimal,
you can get on internet various JD (job description) free of cost.
KRA is nothing but job responsibilities of any role. Google a few KRAs and you will get a very good idea of what and how to do.
Please revert and i shall share a few sample KRA's with you on cite hr itself...
Hope it helps..
From India, Bangalore
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Hello Parimal,
I was also new when I joined my first company, and I was not able to create the Job Descriptions (JD) and Key Result Areas/Indicators (KRA/KRI) for the workers since the company was new. I was solely responsible for overseeing the HR and admin department. That's when I discovered the Omni Group, which offers comprehensive HR solutions and excels in providing services for companies.
For further information, you can reach out to Mr. P. Shrivastava at:
Email: ps@omnigroup.co.in
Phone: 9594001383
Regards,
Jeffry Saxena
From India, Mumbai
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I was also new when I joined my first company, and I was not able to create the Job Descriptions (JD) and Key Result Areas/Indicators (KRA/KRI) for the workers since the company was new. I was solely responsible for overseeing the HR and admin department. That's when I discovered the Omni Group, which offers comprehensive HR solutions and excels in providing services for companies.
For further information, you can reach out to Mr. P. Shrivastava at:
Email: ps@omnigroup.co.in
Phone: 9594001383
Regards,
Jeffry Saxena
From India, Mumbai
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Hi Dinesh, Hope you are doing great Can you help me to have comparison / difference between 180 & 360 degree appraisal system and why its gonna best, plz explain thanks
From India, Vadodara
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From India, Vadodara
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Job Description - HR & Admin.doc