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
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From India, Pune
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Dear Vijay,
To have a thorough knowledge of KPI and KRA, you need to update yourself on the Performance Management System (PMS). Instituting PMS is far more than downloading some PPT or acquiring some documents from the internet. If you wish to install PMS in its right earnest, then you need to do a 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](https://www.citehr.com/495024-kpi-valve-industry-start-up.html#post2152136) 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](https://www.citehr.com/490150-job-description-link-kra-kpi-pms.html#post2140544) to refer to my past post.
In well-designed PMS organizations, individuals are trained well so that they can design their own KRAs. The manager only validates it. Juniors are expected to maintain MIS or other evidence to prove the quantum of performance in the PA meeting. The manager verifies the score. In this process, nobody "gives" or "takes" anything. Juniors "earn" the marks, and there is evidence for this. In the same PA meeting, juniors are also expected to come up with their KRA for the next quarter or half-year. The manager verifies it, reassigns the weights if required, changes the KRAs itself if required. Further feedback can follow in subsequent meetings. "Since juniors themselves calculate the score, there is no room for disgruntlement."
There is a lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on YouTube. To refer to that video, you may [click here](https://www.youtube.com/watch?v=NMEjMQzYVSs).
I have been giving my replies on the subject time and again. If you wish to refer to my past replies, then you may click the following links to refer to those:
[Subjectivity in Performance Appraisal](https://www.citehr.com/492135-subjectivity-performance-appraisal.html#post2145274)
[Design PMS Program Pharmaceutical Company](https://www.citehr.com/493249-design-pms-program-pharmaceutical-company.html#post2150143)
I handle consulting on PMS. To know more about my services, you may [click here](https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p30). Talk to your management, and if they are ready, then we may work together. If you hire my services, I will do a 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 so on.
Thanks,
Dinesh V Divekar
From India, Bangalore
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8218To have a thorough knowledge of KPI and KRA, you need to update yourself on the Performance Management System (PMS). Instituting PMS is far more than downloading some PPT or acquiring some documents from the internet. If you wish to install PMS in its right earnest, then you need to do a 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](https://www.citehr.com/495024-kpi-valve-industry-start-up.html#post2152136) 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](https://www.citehr.com/490150-job-description-link-kra-kpi-pms.html#post2140544) to refer to my past post.
In well-designed PMS organizations, individuals are trained well so that they can design their own KRAs. The manager only validates it. Juniors are expected to maintain MIS or other evidence to prove the quantum of performance in the PA meeting. The manager verifies the score. In this process, nobody "gives" or "takes" anything. Juniors "earn" the marks, and there is evidence for this. In the same PA meeting, juniors are also expected to come up with their KRA for the next quarter or half-year. The manager verifies it, reassigns the weights if required, changes the KRAs itself if required. Further feedback can follow in subsequent meetings. "Since juniors themselves calculate the score, there is no room for disgruntlement."
There is a lot of misconception on the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on YouTube. To refer to that video, you may [click here](https://www.youtube.com/watch?v=NMEjMQzYVSs).
I have been giving my replies on the subject time and again. If you wish to refer to my past replies, then you may click the following links to refer to those:
[Subjectivity in Performance Appraisal](https://www.citehr.com/492135-subjectivity-performance-appraisal.html#post2145274)
[Design PMS Program Pharmaceutical Company](https://www.citehr.com/493249-design-pms-program-pharmaceutical-company.html#post2150143)
I handle consulting on PMS. To know more about my services, you may [click here](https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p30). Talk to your management, and if they are ready, then we may work together. If you hire my services, I will do a 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 so on.
Thanks,
Dinesh V Divekar
From India, Bangalore
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PERFORMANCE INDICATOR-MR.do c
Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf