Seeking Best Practices for Setting KRAs and KPIs in Manufacturing – Insights Needed from HR Pros

Hi Everyone, I am currently working on PMS at Somany Ceramics Ltd. I am responsible for setting the KRAs and KPIs of technical employees in consultation with their reporting officers. My query pertains to the best practices that manufacturing companies employ in setting and measuring the performance of their employees. I am seeking insights from HR professionals in the manufacturing industry to enhance my knowledge on this subject.

Thank you for your assistance.

Regards,
Mohit Rajgaria
Email: [Email Removed For Privacy Reasons]
Email: [Email Removed For Privacy Reasons]

Dear Mohit,

System and Procedure for Implementing KRA/KPI

The system and procedure for implementing KRA/KPI are as follows:

- Design KPIs for every department.
- Train your managers on the KPIs of their respective departments. Fix the KRAs based on the KPIs.
- Set a date for measuring performance.
- Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
- Conduct the performance appraisal. Then, set KRAs for the next financial year.
- Evaluate the effectiveness of the PA process and make necessary changes.
- Let the cycle continue.

There was a recent discussion titled "PMS for workers" that is somewhat related to this topic. You can read it https://www.citehr.com/259167-pms-workers.html. In the discussion thread, you will find my two comments.

I offer training on Performance Management through KPI/KRA. If interested, I can provide the following services:

- Developing a policy on Employee Performance.
- Conducting training on KPIs and KRAs.
- Conducting training on handling PA, providing feedback, etc.

I have attached my Training e-Brochure to this post to familiarize you with my training activities. It would be my pleasure to offer consulting and training services to your company.

Thanks,

Dinesh V Divekar

"Limit of your words is the limit of your world"