Dinesh Divekar
Business Mentor, Consultant And Trainer
Legal Analyst, Hrm
+1 Other

Dear All,
I have recently joined a manufacturing company, Now i have to set KRA-KPI - roles, Responsibility & measuring performance for achivement to each and every dept for performance apprasial
Please help me with roles & responsibility sheet.
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Dear friend,
You have not given complete information about yourself. What is your designation? What is the nature of business of your company? Simple of manufacturing company is not sufficient. Steel manufacturing, garment manufacturing company and a company that manufactures FMCG products, each has different dynamics.
You wanted to set KPI and KRA for each department. For this, do you have knowledge of each department?
Anyway, earlier I have given reply to a post that was for training on KPI and KRA for leather manufacturing company. Click the following link to refer it:
<link no longer exists - removed>
Dinesh Divekar

Thanx for your help...!! I have joined as HR manager and working at Packaging Manufacturing company. If possible do help me
Dear Doll.Mehra,
Your entire business depends on effective management of two important costs i,e. inventory carrying cost of the raw materials and inventory carrying cost of the finished goods. However, this is much easier said than done. Whatever HR interventions that you initiate, these should be aimed at reduction or at least management of these two costs. Otherwise your entire activities will go futile and you will end up in talking more jargon than actual business needs.
Against this backdrop, you need a workplace guide or mentor. If you wish, you may hire my services. You may click here to know more about my consulting activities.
Dinesh Divekar
Fixing benchmarks is not a theoretical issue, if you don't know anything about any job, time factors, and the effect of environments, atmosphere and seasonal effects on working capacities of the performers. So, instead of theoretical approach, better associates the knowledgeable personnel of the concerned units to get first hand knowledge about their working styles, embargos and hurdles in their performance. Get averages of the results of performance made by the employees. Only then set benchmarks for the workers.
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