I am looking for some guidance in Designing - KRA Methodology for an organisation. It’s a startup and wants to define its KRA for each department. Thanks
From India, Lucknow
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5From India, Lucknow
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Dear friend,
There is nothing like "KRA Methodology". You need to institute a "Performance Management System" (PMS). Instituting PMS is a far more serious business. I have given a reply to a similar post. Click the following link to refer to the reply:
https://www.citehr.com/577456-formul...ml#post2228293
Though the heading of the post is for IT companies, the above reply is applicable to all types of industries. In the provided link, you will find several other related links.
Go through all the links patiently. It will improve your awareness of the subject.
Sample KPI and KRA Manual: - You may click here to refer to it. It includes some of the KPIs applicable to the real estate industry as well.
Videos on PMS: - To clarify on PMS, I have uploaded the following videos:
https://www.youtube.com/watch?v=fTe8Pu6yioo
https://www.youtube.com/watch?v=NMEjMQzYVSs&t=1s
For further doubts, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
P.S.: - I provide consulting services to establish a comprehensive Performance Management System (PMS). While establishing the PMS, I develop KPIs to measure human resource utilization, machine utilization, etc. My activities surpass the usual measurements mentioned in the Balanced Scorecard (BSc). If you wish to avail of my paid services, feel free to approach me. Thanks.
From India, Bangalore
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There is nothing like "KRA Methodology". You need to institute a "Performance Management System" (PMS). Instituting PMS is a far more serious business. I have given a reply to a similar post. Click the following link to refer to the reply:
https://www.citehr.com/577456-formul...ml#post2228293
Though the heading of the post is for IT companies, the above reply is applicable to all types of industries. In the provided link, you will find several other related links.
Go through all the links patiently. It will improve your awareness of the subject.
Sample KPI and KRA Manual: - You may click here to refer to it. It includes some of the KPIs applicable to the real estate industry as well.
Videos on PMS: - To clarify on PMS, I have uploaded the following videos:
https://www.youtube.com/watch?v=fTe8Pu6yioo
https://www.youtube.com/watch?v=NMEjMQzYVSs&t=1s
For further doubts, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
P.S.: - I provide consulting services to establish a comprehensive Performance Management System (PMS). While establishing the PMS, I develop KPIs to measure human resource utilization, machine utilization, etc. My activities surpass the usual measurements mentioned in the Balanced Scorecard (BSc). If you wish to avail of my paid services, feel free to approach me. Thanks.
From India, Bangalore
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Dear All,
I have recently joined a trading company (Company size is 170) where I am responsible for designing the entire HR policies, rules, and regulations, etc. Since the company is in the trading sector, a significant portion of the staff (approximately 40%) is illiterate, i.e., they can't fill out the self-appraisal forms. Additionally, we can't rely on their superiors for accurate feedback.
The management has tasked me with creating the simplest Performance Management System (PMS) policy for employees. Could anyone please suggest how I should proceed with this? Also, please guide me on which method I should use for Performance Appraisal (PA). I need to maintain a uniform policy for the entire staff.
Thank you.
From India, Raipur
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I have recently joined a trading company (Company size is 170) where I am responsible for designing the entire HR policies, rules, and regulations, etc. Since the company is in the trading sector, a significant portion of the staff (approximately 40%) is illiterate, i.e., they can't fill out the self-appraisal forms. Additionally, we can't rely on their superiors for accurate feedback.
The management has tasked me with creating the simplest Performance Management System (PMS) policy for employees. Could anyone please suggest how I should proceed with this? Also, please guide me on which method I should use for Performance Appraisal (PA). I need to maintain a uniform policy for the entire staff.
Thank you.
From India, Raipur
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Dear All,
I am working with an engineering/auto ancillary company, and we want to revise our PMS Policy. In this regard, I need the PMS policy for reference purposes, and your help in this regard will be highly appreciated. You can post it/send it by mail to
or via WhatsApp at 9423859249.
Swapnil Ghatte
9423859249
From India, Kolhapur
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I am working with an engineering/auto ancillary company, and we want to revise our PMS Policy. In this regard, I need the PMS policy for reference purposes, and your help in this regard will be highly appreciated. You can post it/send it by mail to
Swapnil Ghatte
9423859249
From India, Kolhapur
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Dear Sir,
I am working in a paper mill, and the company has decided to establish Key Result Areas (KRAs) for all departments to ensure efficient work processes and smooth production operations.
Could you please provide me with the KRAs for the following departments: ACCOUNT, INSTRUMENT, PURCHASE, E.D.P., RAW MATERIAL, DEINKING, and PAPER PROCESS? This information will greatly assist in maintaining the smooth functioning of my company.
Thank you.
From India, Mumbai
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I am working in a paper mill, and the company has decided to establish Key Result Areas (KRAs) for all departments to ensure efficient work processes and smooth production operations.
Could you please provide me with the KRAs for the following departments: ACCOUNT, INSTRUMENT, PURCHASE, E.D.P., RAW MATERIAL, DEINKING, and PAPER PROCESS? This information will greatly assist in maintaining the smooth functioning of my company.
Thank you.
From India, Mumbai
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How to prepare a KRA for the employee of US Staffing Recruitment company?
From India
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From India
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Dear,
This can be based on your company's vision, mission, and targets for the current financial year. You can clarify this to your team members through a one-day training program on "Goal Setting Exercise."
Regards,
From India, Delhi
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This can be based on your company's vision, mission, and targets for the current financial year. You can clarify this to your team members through a one-day training program on "Goal Setting Exercise."
Regards,
From India, Delhi
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I need a sample copy of KRI (Key Result Area) of Sales, pls share.
From India, Delhi
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From India, Delhi
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Dear All Friends,
I wish to know how the HRD can set measurable targets for different kinds of employees/departments viz. sales, accounts, IT, SCM, Operations, Operation Control, HR, etc., mostly all departments, especially for a Food Industry Company in the organization, in order to prepare measurable targets with incentives linked to performance. Please share any details and formats.
Thanks,
Rakshak Kataria
From India, New Delhi
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I wish to know how the HRD can set measurable targets for different kinds of employees/departments viz. sales, accounts, IT, SCM, Operations, Operation Control, HR, etc., mostly all departments, especially for a Food Industry Company in the organization, in order to prepare measurable targets with incentives linked to performance. Please share any details and formats.
Thanks,
Rakshak Kataria
From India, New Delhi
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Dear Rakshak,
Setting targets for each department is not an easy task. It requires a study of systems and processes of each department. After studying, one needs to identify the costs and ratios associated with each department. Once these are identified, they need to be assigned to each HOD.
Please note that "industry experience" is no guarantee for developing expertise in measurement. I have seen the "Subject Matter Experts" of the specific industry having long experience but unable to devise the measures. Therefore, you need to hire someone who is a "measurement expert".
For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Acknowledge(0)Amend(0)
Setting targets for each department is not an easy task. It requires a study of systems and processes of each department. After studying, one needs to identify the costs and ratios associated with each department. Once these are identified, they need to be assigned to each HOD.
Please note that "industry experience" is no guarantee for developing expertise in measurement. I have seen the "Subject Matter Experts" of the specific industry having long experience but unable to devise the measures. Therefore, you need to hire someone who is a "measurement expert".
For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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