Optimizing Key Result Areas (KRAs) for Performance Management Systems

Need to design KRAs for the Mechanical and Electrical service engineers. Targets and evaluation methodology.

Dear Susheel,

Preparation of KPIs and KRAs requires a lot of expertise. Secondly, you cannot develop the KRAs in isolation for a particular designation. This is an organization-wide exercise. I do not know what your designation is; however, if you are from HR, then it is not your job to develop the KRAs. This task belongs to a senior to whom the Carrier Relationship Manager reports. Why isn't the senior developing the KRAs for their junior? It appears that your company does not have a comprehensive Performance Management System (PMS).

Irrespective of the type of company, the principles of PMS do not change and are common across all industries. When establishing PMS or designing the KRAs, the following points need to be noted:

a) Do we measure what deserves to be measured?

b) Do the KRAs pass the test of the SMART principle?

c) Have the direct and indirect costs been identified for all departments? Are these costs included as KRAs for the respective HOD?

d) Have the staff at the lowest level understood the importance of measurement and how to design the measures? It is not sufficient for just the Manager or HOD to understand the concept of KPIs and KRAs. They attain the department's KRA through their subordinates. What if the Manager/HOD does not receive sufficient support from the juniors?

e) Are there any staff members who are being let off the hook?

I have been providing replies to posts on PMS time and again. Click the following link to refer to an exhaustive reply:

https://www.citehr.com/511936-pms-company.html

Although the heading of the link is for IT companies, the reply is applicable to all types 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.

For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready to hire paid services of an external consultant like me. For further information, you may call me on my mobile.

Thanks,

Dinesh Divekar

Kranium has been engaging very successfully with companies over the last few years in helping them set up and manage their Performance Management Systems.

The setting up of Performance Management System involves:

1. Understanding business objectives
2. Identifying the various roles in the organization
3. Identifying the relevant measurable Performance Indicators
4. Identifying the type and frequency of measurement to be employed

Management of the Performance Management System involves:

1. Training the employees on the Performance Management System
2. Managing the process of appraisals
3. Analyzing the results
4. Providing the necessary reports and inputs to the management

Please visit http://www.kraniumhr.com/services/performance-management-system/ to learn more. Also, please find attached details of the Performance Management System.

It would be a pleasure to meet you in person and discuss the proposition on how Kranium can be of help to you.

Regards,

KRANIUM HR
9591232252