Hi, I need to design KRA and KPI for Sales executive, Sales Coordinators, Admin, Research Executives for an IT company. And I don't have much knowledge about it. I only know what KRA and KPI is, Nothing else. Please help me with this and send me some samples or templates if possible. Its little urgent
From India, New Delhi
From India, New Delhi
Dear friend,
I have given a reply to a similar post. Click the following link to refer the reply:
https://www.citehr.com/577456-formul...ml#post2228293
Though the heading of the heading is for IT companies, the above 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.
Sample KPI and KRA Manual: - You may click here to refer it. It includes some of the KPIs applicable to real estate industry 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
From India, Bangalore
7884I have given a reply to a similar post. Click the following link to refer the reply:
https://www.citehr.com/577456-formul...ml#post2228293
Though the heading of the heading is for IT companies, the above 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.
Sample KPI and KRA Manual: - You may click here to refer it. It includes some of the KPIs applicable to real estate industry 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
From India, Bangalore
The KRA's cascade down from the strategic plan of the firm. Unless the strategic plan is shared there cannot be a set of meaningful KRAs. KPIs' are the measuring indices for the KRAs. So come out with more details.
It looks like your organisation is starting the exercise, so it is better to have a Consultant who can handhold during the process in the initial years. Otherwise, talk to your seniors. Once a draft is ready, you can come back to the forum and get the benefit of seniors.
From India, Mumbai
It looks like your organisation is starting the exercise, so it is better to have a Consultant who can handhold during the process in the initial years. Otherwise, talk to your seniors. Once a draft is ready, you can come back to the forum and get the benefit of seniors.
From India, Mumbai
Generally, KRAs and drawn from JDs which gives an idea about the roles and responsibilities of a job holder. You need to sit with the HODs or immediate superior of the role holder to determine and confirm the KRAs and also the relative KPIs. Alternatively, create a databankof KRAs with the help of all the JDs of the organisation. Direct the HIODs to sit with individual team members, pick the KRAs relevant for each job holder, determine the targets or goals which can be mutually agreed upon and confirmed. If you have a system driven PMS, it becomes easier go identify the immediate superior, who will identify his Immediate superior. Consequently each individual employee will have an immediate superior who will help you fix the goals and later appraise you on your performance. This is cleared by the next superior just in case there are any bias or prejudice in the appraisal process. It is a pretty long topic and I conduct workshops in organisations on Performance Managfement System. Best wishes
From India
From India
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KRA KPI-.xls
KRA & KPI.doc
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