Dear Seniors,
We are a startup company in the valve manufacturing industry. We have established Key Performance Indicators (KPIs) for different departments; please review them and provide your suggestions, so that we can implement the KPIs for this quarter.
Regards,
Mani
From India, Bangalore
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We are a startup company in the valve manufacturing industry. We have established Key Performance Indicators (KPIs) for different departments; please review them and provide your suggestions, so that we can implement the KPIs for this quarter.
Regards,
Mani
From India, Bangalore
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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 a typical person who has 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 the HOD. HR is only the facilitator of the PMS process. Why are you getting into this? I have revised the KRAs in the first 1-2 Excel sheets of the workbook. The rest, 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
From India, Bangalore
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8225You 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 a typical person who has 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 the HOD. HR is only the facilitator of the PMS process. Why are you getting into this? I have revised the KRAs in the first 1-2 Excel sheets of the workbook. The rest, 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
From India, Bangalore
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Dinesh has given you the right advice. You are confusing between KRA (which means Key Result Area) & KPI (which means a measure such as time, quantity, quality, etc.). 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. Also, how the completion of assigned KRAs is to be measured is their responsibility.
Your role as HR is to facilitate this process and coordinate that the KRAs & KPIs are set well before the beginning of the Financial Year so that everyone in the company becomes accountable. The KRA setting process has to start with the CEO setting the KRAs for his direct reports. 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
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Your role as HR is to facilitate this process and coordinate that the KRAs & KPIs are set well before the beginning of the Financial Year so that everyone in the company becomes accountable. The KRA setting process has to start with the CEO setting the KRAs for his direct reports. 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
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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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From India, Bangalore
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Dear Mani,
You have to go a long way in improving your understanding of the concept of KPI, KRA, or 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 seek guidance from a professional.
Bookish knowledge tells you that a tomato is a fruit. However, it is an experienced person who informs you not to add tomato to a fruit salad even though it is a fruit. This is the difference between learning from an experienced consultant and doing something on one's own.
Talk to your management. Hire my services to establish PMS in your company and see the difference.
One more flaw in your work is that you have not devised KPIs or KRAs for your MD. Why is he/she placed above the board? Measures of performance are for the topmost bosses as well; nobody can escape from the purview of PMS.
Thanks,
Dinesh Divekar
Dear Sirs,
Thanks for the valuable feedback; if anyone can correct the attachment in the KPI context, it will be more helpful as we are running out of time.
Thanks,
Mani
From India, Bangalore
Acknowledge(0)Amend(0)
You have to go a long way in improving your understanding of the concept of KPI, KRA, or 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 seek guidance from a professional.
Bookish knowledge tells you that a tomato is a fruit. However, it is an experienced person who informs you not to add tomato to a fruit salad even though it is a fruit. This is the difference between learning from an experienced consultant and doing something on one's own.
Talk to your management. Hire my services to establish PMS in your company and see the difference.
One more flaw in your work is that you have not devised KPIs or KRAs for your MD. Why is he/she placed above the board? Measures of performance are for the topmost bosses as well; nobody can escape from the purview of PMS.
Thanks,
Dinesh Divekar
Dear Sirs,
Thanks for the valuable feedback; if anyone can correct the attachment in the KPI context, it will be more helpful as we are running out of time.
Thanks,
Mani
From India, Bangalore
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