Hi I have to prepare a format where the Department managers will fill the KPI for their department staffs. If anyone having the format please share with me. Regina
From Oman, Muscat
7From Oman, Muscat
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
herewith attached KPI format for HR manager , refer the same design as per your requirement .
From India, Bangalore
From India, Bangalore
Thanks Mr.Murali. Shall use the format for other department also, but should we provide the KRAs and KPIs for other department managers also. I have one more clarification. Is it necessary to prepare KPI for all of the employees in the company.
From Oman, Muscat
From Oman, Muscat
Dear Murali,
Thanks for sharing something worthwhile. Since the subject of Performance Management System (PMS) is close to my heart, I read this post avidly. While the KPIs that you have designed are good, however, I have some observations against Sl No 3. These are as below:
a) % of employees that fully execute their Individual Development Plan (IDP): - Mere execution of IDP in itself cannot be the KPI. Yes there is measurable component in this KPI however, essence of KPI lies in measuring the change. Therefore, we should measure change cause by execution of the IDP.
b) % of employees that participate in career coaching program: - This KPI is again similar to the above KPI. Measuring just the attendance of the career coaching program carries no meaning. You should measure change because of this coaching program. What if the employees attend the career coaching programme but no change happens?
For Regina: - You need to institute comprehensive Performance Management System (PMS) in your company. For this you should study system and process of each department and design the measures. It is much easier said than done as it requires immence expertise to do this.
I provide consulting services to establish comprehensive Performance Management System (PMS) in the company. You may click the following link to read the reply for the past query on PMS:
#post2152684
You may talk to management on hiring my services. Benefit of hiring my services is that I myself provide the consulting services and do not outsource them further to third party. If you avail of my services be assured that working of your company will be turned upside down.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
Thanks for sharing something worthwhile. Since the subject of Performance Management System (PMS) is close to my heart, I read this post avidly. While the KPIs that you have designed are good, however, I have some observations against Sl No 3. These are as below:
a) % of employees that fully execute their Individual Development Plan (IDP): - Mere execution of IDP in itself cannot be the KPI. Yes there is measurable component in this KPI however, essence of KPI lies in measuring the change. Therefore, we should measure change cause by execution of the IDP.
b) % of employees that participate in career coaching program: - This KPI is again similar to the above KPI. Measuring just the attendance of the career coaching program carries no meaning. You should measure change because of this coaching program. What if the employees attend the career coaching programme but no change happens?
For Regina: - You need to institute comprehensive Performance Management System (PMS) in your company. For this you should study system and process of each department and design the measures. It is much easier said than done as it requires immence expertise to do this.
I provide consulting services to establish comprehensive Performance Management System (PMS) in the company. You may click the following link to read the reply for the past query on PMS:
#post2152684
You may talk to management on hiring my services. Benefit of hiring my services is that I myself provide the consulting services and do not outsource them further to third party. If you avail of my services be assured that working of your company will be turned upside down.
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
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Format Meanings.txt
Kra format.doc