Dear Seniors, How one can define KRA’s and KPI’s for a Production Manager working in a Garment Export House. Regards Yaashi
From India, Pune
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From India, Pune
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I think the process of defining KRA/KPI should start with writting down the daily activities of the production manager and then giving the weightage to each activity to access the performance.
From India, Pune
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From India, Pune
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Dear Yaashi,
You have written in your second post that "I think the process of defining KRA/KPI should start with writing down the daily activities of the production manager and then giving the weightage to each activity to assess the performance."
I am afraid that the first part of your sentence is for Job Description. A Job Description is what a position does. KPIs are for measuring how much is done.
KPIs are operational ratios of the function. KPIs measure the quantum of work done in a certain amount of time, the increase or decrease in the consumption of resources, and the increase or decrease of revenue. KPIs also measure levels of customer satisfaction.
In the garment industry or otherwise, the system and procedure of KRA/KPI is as follows:
a) Design KPIs for every single department
b) Train your managers on the KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date for the measurement of the performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
e) Conduct the Performance appraisal. Again, fix KRAs for the next financial year.
f) Assess the suitability of the PA process. Make changes if required.
g) Let the cycle go on.
Recently, there was a very good discussion titled "PMS for workers." It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I conduct training on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing policy on Employee Performance
i) Conducting training on what is KPI or KRA
j) Conducting training on how to handle PA, how to give feedback, etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to train the staff of your company.
Thanks,
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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8032You have written in your second post that "I think the process of defining KRA/KPI should start with writing down the daily activities of the production manager and then giving the weightage to each activity to assess the performance."
I am afraid that the first part of your sentence is for Job Description. A Job Description is what a position does. KPIs are for measuring how much is done.
KPIs are operational ratios of the function. KPIs measure the quantum of work done in a certain amount of time, the increase or decrease in the consumption of resources, and the increase or decrease of revenue. KPIs also measure levels of customer satisfaction.
In the garment industry or otherwise, the system and procedure of KRA/KPI is as follows:
a) Design KPIs for every single department
b) Train your managers on the KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date for the measurement of the performance.
d) Conduct supplementary training for managers on "How to Conduct Performance Appraisal."
e) Conduct the Performance appraisal. Again, fix KRAs for the next financial year.
f) Assess the suitability of the PA process. Make changes if required.
g) Let the cycle go on.
Recently, there was a very good discussion titled "PMS for workers." It was more or less related to this topic. Click here to read it. You will find my two comments in the thread.
By the way, I conduct training on Performance Management through KPI/KRA. If you wish, I will do the following for you:
h) Framing policy on Employee Performance
i) Conducting training on what is KPI or KRA
j) Conducting training on how to handle PA, how to give feedback, etc.
To make you aware of my training activities, I have attached my Training e-Brochure to this post. It would be my pleasure to train the staff of your company.
Thanks,
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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Dear Sir, my management is planning to establish a garments industry, having almost 7000 workers. They asked me about my planning for HR development of that company and asked for a presentation. Would you please help me with this? Do you have any PowerPoint presentation about it? Please, Zakir.
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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