Dear All,
I have recently joined a manufacturing company. Now, I have to set KRA-KPI - roles, responsibilities, and measuring performance for achievement for each and every department for performance appraisal.
Please help me with a roles and responsibilities sheet.
From India, Guwahati
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I have recently joined a manufacturing company. Now, I have to set KRA-KPI - roles, responsibilities, and measuring performance for achievement for each and every department for performance appraisal.
Please help me with a roles and responsibilities sheet.
From India, Guwahati
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You have not provided complete information about yourself. What is your designation? What is the nature of your company's business? Simply stating that it is a manufacturing company is not sufficient. Steel manufacturing, garment manufacturing, and a company that manufactures FMCG products each have different dynamics.
You mentioned wanting to set KPIs and KRAs for each department. Do you have knowledge of each department to do this effectively?
In any case, I previously responded to a post regarding training on KPIs and KRAs for a leather manufacturing company. You can refer to it by clicking the following link: <link no longer exists - removed>
Thanks,
Dinesh Divekar
From India, Bangalore
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8072You mentioned wanting to set KPIs and KRAs for each department. Do you have knowledge of each department to do this effectively?
In any case, I previously responded to a post regarding training on KPIs and KRAs for a leather manufacturing company. You can refer to it by clicking the following link: <link no longer exists - removed>
Thanks,
Dinesh Divekar
From India, Bangalore
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Thanx for your help...!! I have joined as HR manager and working at Packaging Manufacturing company. If possible do help me
From India, Guwahati
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From India, Guwahati
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Setting Effective Benchmarks
Fixing benchmarks is not a theoretical issue. If you don't know anything about a job, time factors, or the effects of environments, atmosphere, and seasonal changes on the working capacities of performers, you should take a practical approach. Instead of relying solely on theory, it is better to involve knowledgeable personnel from the concerned units to gain firsthand knowledge about their working styles, challenges, and obstacles in performance.
Get averages of the results of performance made by the employees. Only then should you set benchmarks for the workers.
From India, Delhi
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Fixing benchmarks is not a theoretical issue. If you don't know anything about a job, time factors, or the effects of environments, atmosphere, and seasonal changes on the working capacities of performers, you should take a practical approach. Instead of relying solely on theory, it is better to involve knowledgeable personnel from the concerned units to gain firsthand knowledge about their working styles, challenges, and obstacles in performance.
Get averages of the results of performance made by the employees. Only then should you set benchmarks for the workers.
From India, Delhi
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6 Weeks performance measurement sheet.xls
Performance-app raisal_806.pdf