Hi Friends,
Hope you are doing well.
I got a challenging work. I am working in a Start-up where they don't have any Performance System and I am asked to prepare one.
Can you please help me with main aspects what I can put so that it helps to measure the accurate performance of the team.
We have the team who works on (production, UI, UX, CX designing).
Please help me with that. Looking forward to your valuable suggestions.
Thank you in advance.
Regards,
Rupa
From India, Kakinada
3Hope you are doing well.
I got a challenging work. I am working in a Start-up where they don't have any Performance System and I am asked to prepare one.
Can you please help me with main aspects what I can put so that it helps to measure the accurate performance of the team.
We have the team who works on (production, UI, UX, CX designing).
Please help me with that. Looking forward to your valuable suggestions.
Thank you in advance.
Regards,
Rupa
From India, Kakinada
Dear Rupavathi,
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. I do not know what is your designation, however, if you are from HR then it is not your job to develop the KRAs. This job is of a senior to whom Carrier Relationship Manager reports. Why senior is not developing the KRAs to his/her junior? It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
Preparation of KPI and KRA requires lot of expertise. Secondly, you cannot develop the KRAs in isolation for particular designation. This is organisation-wide exercise. I do not know what is your designation, however, if you are from HR then it is not your job to develop the KRAs. This job is of a senior to whom Carrier Relationship Manager reports. Why senior is not developing the KRAs to his/her junior? It appears that you do not have comprehensive Performance Management System (PMS) in your company.
Irrespective of the type of company, principles of PMS do not change. These are common across all the industries. While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further information, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
28.4.16.
Hi Rupavathiji -Thanks for ur query in CiteHR- reg. Performance Appraisal(PA).
I have developed a Multi Purpose PA Form for Regularisation of Trainees, Confirmation of Probationers, Promotion, S.I.& Annual Incrmnt. KRA, KPI. I can give all Process, Procedures to implement.
They are made after comparing Rules of some of the Std. Cos.
I have setup HR Dept. Framed S.O, Leave & Service Rules, Forms for all HR Jobs.
in soft copy for easy adoption in New Cos. I have served 35 yrs. in HR, IR, LEGAL & Adm. works of 7 Mfg. Cos.
Pl. sms ur mail id to send 65 HR. Forms dtls & 150 Policies which will solve most of ur HR problems.
Fee: as per ur Policy ..
Ph:09535470460-c.neyimkhan@gmail.com, HR Consultant, Ex- AGM-HR&A. B'luru .
Ex-Member, NIPM, Ex- Trainee-Member, Indian Institute of Management, B;luru
From India, Mumbai
Hi Rupavathiji -Thanks for ur query in CiteHR- reg. Performance Appraisal(PA).
I have developed a Multi Purpose PA Form for Regularisation of Trainees, Confirmation of Probationers, Promotion, S.I.& Annual Incrmnt. KRA, KPI. I can give all Process, Procedures to implement.
They are made after comparing Rules of some of the Std. Cos.
I have setup HR Dept. Framed S.O, Leave & Service Rules, Forms for all HR Jobs.
in soft copy for easy adoption in New Cos. I have served 35 yrs. in HR, IR, LEGAL & Adm. works of 7 Mfg. Cos.
Pl. sms ur mail id to send 65 HR. Forms dtls & 150 Policies which will solve most of ur HR problems.
Fee: as per ur Policy ..
Ph:09535470460-c.neyimkhan@gmail.com, HR Consultant, Ex- AGM-HR&A. B'luru .
Ex-Member, NIPM, Ex- Trainee-Member, Indian Institute of Management, B;luru
From India, Mumbai
Rupa,
Identification of KPI based on :--
Various KPI Types:-
• Productivity
• Quality
• Profitability
• Timeliness
• Cycle Time
• Resource Utilization
• Cost Savings
• Growth
• Process Efficiency
• Innovation
• Technology
Thanks & Regards,
Narayan
From India, Hyderabad
Identification of KPI based on :--
Various KPI Types:-
• Productivity
• Quality
• Profitability
• Timeliness
• Cycle Time
• Resource Utilization
• Cost Savings
• Growth
• Process Efficiency
• Innovation
• Technology
Thanks & Regards,
Narayan
From India, Hyderabad
Hi Rupa,
Check these following may be helpful for you.
Result as per Employee KRA's:--
WHAT the individual achieved
Actual job outputs
Countable results
Measurable outcomes and accomplishments
Objectives achieved
QQCT (Quantity/Quality/Cost/Timeliness)
Behaviors Related:--
HOW the individual performed
Adherence to organizational values
Competencies/performance factors
Traits/attributes/characteristics/ proficiencies
Personal style, manner, and approach
KASH (Knowledge/Attitudes/Skills/Habits)
Regards,
Narayan
From India, Hyderabad
Check these following may be helpful for you.
Result as per Employee KRA's:--
WHAT the individual achieved
Actual job outputs
Countable results
Measurable outcomes and accomplishments
Objectives achieved
QQCT (Quantity/Quality/Cost/Timeliness)
Behaviors Related:--
HOW the individual performed
Adherence to organizational values
Competencies/performance factors
Traits/attributes/characteristics/ proficiencies
Personal style, manner, and approach
KASH (Knowledge/Attitudes/Skills/Habits)
Regards,
Narayan
From India, Hyderabad
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TEACHER PERFORMANCE APPRISAL SYSTEM.zip
Performance Management System.doc