I am HR executive and I need to formulate KPI (Key performance indicator) and KRA (Key responsibility area) for a telecom firm for the carrier relationship manager. Please help me formulate this.
From India, Ahmedabad
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1From India, Ahmedabad
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Dear Neha, 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 job belongs to a senior to whom the Carrier Relationship Manager reports. Why is the senior not developing the KRAs for their juniors? 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. They are common across all industries. While establishing PMS or designing the KRAs, the following needs to be noted:
- Do we measure what deserves to be measured?
- Do the KRAs pass the test of the SMART principle?
- Have the direct and indirect costs been identified for all departments? Are these costs included as KRAs for the respective HOD?
- Has the staff at the lowest level understood the importance of measurement or how to design the measures? Mere understanding of the concept of KPIs and KRAs by the Manager or HOD is not sufficient. They attain the department's KRA through their subordinates. What if the Manager/HOD does not get sufficient support from the juniors?
- Are there any staff members who are being let off the hook?
I have been replying 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
Though the heading 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
From India, Bangalore
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Irrespective of the type of company, the principles of PMS do not change. They are common across all industries. While establishing PMS or designing the KRAs, the following needs to be noted:
- Do we measure what deserves to be measured?
- Do the KRAs pass the test of the SMART principle?
- Have the direct and indirect costs been identified for all departments? Are these costs included as KRAs for the respective HOD?
- Has the staff at the lowest level understood the importance of measurement or how to design the measures? Mere understanding of the concept of KPIs and KRAs by the Manager or HOD is not sufficient. They attain the department's KRA through their subordinates. What if the Manager/HOD does not get sufficient support from the juniors?
- Are there any staff members who are being let off the hook?
I have been replying 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
Though the heading 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
From India, Bangalore
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Dear HRs,
I have started working for a startup IT (web development) company. We are planning to implement a "Performance Review" of the current employees and require urgent guidance on how to establish "Key Performance Indicators/Parameters" to assess their weekly performance and productivity.
Could you please provide me with a sample performance report promptly? Your guidance and assistance would be greatly appreciated.
Thank you!
From India, undefined
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I have started working for a startup IT (web development) company. We are planning to implement a "Performance Review" of the current employees and require urgent guidance on how to establish "Key Performance Indicators/Parameters" to assess their weekly performance and productivity.
Could you please provide me with a sample performance report promptly? Your guidance and assistance would be greatly appreciated.
Thank you!
From India, undefined
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I would like to request your help in setting up Key Result Areas (KRAs) for the Billing Department in my company. At the management's request, I need to prepare and share this information urgently. Please assist me with this task.
Thank you.
From India, Mumbai
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Thank you.
From India, Mumbai
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Understanding the Employee Goal-Setting Process
I need help in understanding the employee goal-setting process and how to create the framework using the SMART principle.
Deriving KRA and KPI from Job Descriptions
Also, how do we derive KRA and KPI from the job description, and how do we use them in the goal-setting framework?
Thank you for your kind help.
From India, Bangalore
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I need help in understanding the employee goal-setting process and how to create the framework using the SMART principle.
Deriving KRA and KPI from Job Descriptions
Also, how do we derive KRA and KPI from the job description, and how do we use them in the goal-setting framework?
Thank you for your kind help.
From India, Bangalore
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KRA and Performance Management Policy.doc