Struggling with KRAs and KPIs for Diverse Roles in a Small IT Firm? Let's Discuss PMS Solutions

We are planning to implement a Performance Management System (PMS) for a small IT company with around 100 employees. The roles and job deliverables for every employee are different, so setting Key Result Areas (KRA) or Key Performance Indicators (KPI) is very difficult. Under such circumstances, can you please guide me on how PMS can be conducted? Also, we are considering just a 180-degree appraisal cycle.

Dear Ms. Neelam,

Your Query

"We are planning to implement PMS for a small IT company of around 100 employees. The roles and job deliverables for every employee are different, so setting KRA/KPIs is very difficult. Under such circumstances, can you please guide me on how PMS can be conducted? Also, we are only looking at a 180-degree appraisal cycle."

Position

"Difficult is Nothing. PMS is no longer a Nice-to-Do Act. In reality, high-performance employees crave impartial feedback/appraisal so that they can evolve as achievers and better than before. It is also expedient for management to ascertain regularly whether employees are doing the work allotted to them or doing something entirely different."

Develop a sound PMS. Incorporate 360-degree appraisals and begin with select seniors before extending it to all employees on the roll. Keep a reliable record of appraisals by raters as well as reviewers, along with the ratee's notes. Let the journey of a thousand miles begin with a baby step. Practice now, and perfection will follow.

You are welcome to seek clarifications.

Regards,
Kritarth Team

Dear Seniors,

Greetings!

I recently joined a mid-level IT firm and have been assigned to develop a PMS to streamline the appraisal process. We have over 60 employees, and we now feel it is appropriate to quantify the performance of our employees. Please help me with the parameters I can use. Do I need to frame KRAs for each department? If so, kindly suggest some generic parameters I can use and explain how they are calculated in the monthly performance report.

Thanks.

Hello everyone,

Can anyone tell me what the review system for IT companies should be like? We do have a review format, but I feel it's outdated. I sincerely ask you guys to share the format if it is available.

Thank you

Hi, good noon to all readers!

I am working as an HR Executive in the IT industry. We do not have any Performance Management System (PMS) here. Now, I want to establish a PMS system in my firm. So, I need your valuable suggestions before working on it so I can go in the right direction. What needs to be done to set up the proper system?

Greetings.

I am currently working as an HR Executive (Recruitment). I want to apply for a senior-level position. Therefore, I need to know some actual and effective Performance Management System (PMS) techniques used in corporations. I request your assistance with this matter.

Regards,
Sonia

I am Ritika, and I need to formulate KPIs (Key Performance Indicators) and KRAs (Key Responsibility Areas) for the IT Department (App Developers). Please help me formulate this.

Dear All,

Greetings!

I am working for a software company, and at this stage, I am required to design KPIs for software engineers across all levels and all departments as well. Could you all please help me? Your assistance would be greatly appreciated.

Thank you.

Hi all,

Greetings.

I am Sree Nouduri, working as an HR Manager in an IT company (Startup). We have a Senior Software Engineer, UI Developer, UI/UX Designer, Trainee Developers, and Business Development Manager. I have to create Key Performance Indicators (KPIs) for each designation. Please, can anybody help me with the procedure?

Regards,
Sree

Hello,

Please help me with the performance management system. I want to create performance appraisal forms for each department such as accounts, admin, sales, store, customer care, etc. Kindly assist me with the formats.

Thanks & Regards,
Deepali

@deepali, a performance management form alone cannot make a system. First of all, you have to set the agenda, and indeed the leadership team plays a vital role here. Also, for any formal system, you require a standard operating procedure, and in this case, a company policy on performance is critical.

The help that can be rendered by an outsider is very limited as these are organization-specific. For making KRAs & KPIs, the entire operation of your organization has to be studied. So, come out with details.