Dear Sanjay,
Of the list of KPIs that you have given for Procurement, (f) and (g) cannot be KPIs as these are not SMART. Secondly, KPI (c) has to be linked with sales revenue.
Thanks,
DVD
Dear Friends,
Minimum KPI's for SCM/Purchase are as under:a) No.of PR/PO received,Action taken &Pending PR
b)Lead time taken to produce the material&Services
c) Reduction in cost of Procurement material and services(With out compromising the quality)
d) Quality Complaint from users and action taken (Keep record) & Services Providers
e) Complaint from venders/ServiceProviders from our side action taken
f) Inter-Personal Relations
g) 5S'
Regards,
Sanjay Nagore
GM-HR
Gurgaon
Mobile No.+919810653916
From India, Bangalore
7736Of the list of KPIs that you have given for Procurement, (f) and (g) cannot be KPIs as these are not SMART. Secondly, KPI (c) has to be linked with sales revenue.
Thanks,
DVD
Dear Friends,
Minimum KPI's for SCM/Purchase are as under:a) No.of PR/PO received,Action taken &Pending PR
b)Lead time taken to produce the material&Services
c) Reduction in cost of Procurement material and services(With out compromising the quality)
d) Quality Complaint from users and action taken (Keep record) & Services Providers
e) Complaint from venders/ServiceProviders from our side action taken
f) Inter-Personal Relations
g) 5S'
Regards,
Sanjay Nagore
GM-HR
Gurgaon
Mobile No.+919810653916
From India, Bangalore
hello, your key performance indicators are your skills, talent, knowledge, ability to take any challenge put in front of you. so start facing your problems.
From India, Chandigarh
From India, Chandigarh
H! Savita,
Greetings!
The KPI's are as under:
a)Timely providing manpower
b)Reduce recruitment cycle time
c) Reduce recruitment administrative Cost
d)Timely providing manpower
e)Meeting deadlines
f)JD formulation for all the position
g)Agreement availability with all the consultants
h) 100 % of Job portals for closing the vacancies
i) Reference check for all the position
j)Offer letter/Appointment letter issued to the new joiners
k) Proper Induction & joining formalities
Regards,
Sanjay Nagore
GM-HR
Mobile No: +919810653916
From India, Gurgaon
Greetings!
The KPI's are as under:
a)Timely providing manpower
b)Reduce recruitment cycle time
c) Reduce recruitment administrative Cost
d)Timely providing manpower
e)Meeting deadlines
f)JD formulation for all the position
g)Agreement availability with all the consultants
h) 100 % of Job portals for closing the vacancies
i) Reference check for all the position
j)Offer letter/Appointment letter issued to the new joiners
k) Proper Induction & joining formalities
Regards,
Sanjay Nagore
GM-HR
Mobile No: +919810653916
From India, Gurgaon
Dear friend,
As your friend is in SCM which is a service dept, he can measure his KPI with non stoppage of Manufacturing, Stock value based on ABC Analysis and also FSN analysis. Stock value can be measured in terms of no of days.
IJR
From India, Madras
As your friend is in SCM which is a service dept, he can measure his KPI with non stoppage of Manufacturing, Stock value based on ABC Analysis and also FSN analysis. Stock value can be measured in terms of no of days.
IJR
From India, Madras
Hi Dear Hammad,
The whole thing is about how a person would show/indiacte his performance? The individual should have understood the question first and analysed and corelated to his talent, ability, Knowledge and the experience to answer this question.
Thanks and regards
Bijay
From India, Vadodara
The whole thing is about how a person would show/indiacte his performance? The individual should have understood the question first and analysed and corelated to his talent, ability, Knowledge and the experience to answer this question.
Thanks and regards
Bijay
From India, Vadodara
his KPI suppose to be-:
1. Inventory management through optimization of inventory.
2. Developing supplier to improve their delivery performance.
3."0" part shortage or production loss.
4. Zero dead stock
5."0" mismatch between actual and ERP stock, unexplained mismatch.[/B]
6. To quantify and achieve high level of inventory turnover ratio.
Although SCM scope is very vague but the major is Inventory control...inventory management is never ending job.
Sanjeev
Toyota kirloskar
From India, Delhi
1. Inventory management through optimization of inventory.
2. Developing supplier to improve their delivery performance.
3."0" part shortage or production loss.
4. Zero dead stock
5."0" mismatch between actual and ERP stock, unexplained mismatch.[/B]
6. To quantify and achieve high level of inventory turnover ratio.
Although SCM scope is very vague but the major is Inventory control...inventory management is never ending job.
Sanjeev
Toyota kirloskar
From India, Delhi
i m here seating infront of you ,n giving this interviw is my first stage of succes which is due to the my past achievments this indicates my key performance...........
From India, Pune
From India, Pune
Dear Mr.Hammad
KPI's full form is KEY PERFORMANCE INDICATORS. You have a team of 10 people headed by GM - Marketing, which handles 3 products. Now the target for the GM is selling 900 units of 3 products. 3 persons per product and each person has to sell 100 units of allocated product to him. This is their primary KPI and other than that there may be other performance indicators like on an average in how many days they are getting the payments and what can be the target, in how many days they are getting the necessary forms / issuing the necessary statutory forms and what can be the target. The GM's KPI will also have what is the percentage of realisation (selling price - cost price) and what is the target. The essence is you plan for performance and try to achieve that or surpass that. As what is expected of you is told at the begining of the year itself, it is not very difficlut to plan your goals. Like that in SCM (comprises of Procurement, vendor development, Logistics, inventory management), your friend has to find out what are the indicators of perfromance which show cases / justifies his existence in the comany.
Thanks & regards
S.Ganapathy
From India, Hyderabad
KPI's full form is KEY PERFORMANCE INDICATORS. You have a team of 10 people headed by GM - Marketing, which handles 3 products. Now the target for the GM is selling 900 units of 3 products. 3 persons per product and each person has to sell 100 units of allocated product to him. This is their primary KPI and other than that there may be other performance indicators like on an average in how many days they are getting the payments and what can be the target, in how many days they are getting the necessary forms / issuing the necessary statutory forms and what can be the target. The GM's KPI will also have what is the percentage of realisation (selling price - cost price) and what is the target. The essence is you plan for performance and try to achieve that or surpass that. As what is expected of you is told at the begining of the year itself, it is not very difficlut to plan your goals. Like that in SCM (comprises of Procurement, vendor development, Logistics, inventory management), your friend has to find out what are the indicators of perfromance which show cases / justifies his existence in the comany.
Thanks & regards
S.Ganapathy
From India, Hyderabad
KPIs - Key Performance Indicators & KRAs - Key Result Areas are one and the same. Normally, this varies from organisation to orgnaisation, every company will have its preset Mission and Vision in the business arena.
In my experience, it is usually the staff at the operational end [i.e. is trainee, Jr. Exe., Exe., Sr. Exe.] who will be given their day-to-day role and responsibilities as per their designation and area of operation.
But as the responsibility of the individual increases due to appraisal & promotions there will be changes in the level of designation [i.e., Team Lead, Project Lead, Asst. Mgrs, Managers]. It is at this stage that the staff will be given their KPIs or KRAs to perform and will vary from designation to designation.
When the reporting structure changes and they report to a higher authority such as Head, VP, Director, CEO, they have to ensure that their KRIs & KRAs match their performance and comply with business standards.
It will then be seen in the Monthly Dashboard meetings & senior mangers meetings that their performance will be calculated based on their KPIs and KRAs - thus ensuring profitablity & growth of the business.
I do not want to further expand on this as it will consume many hours of explanation.
thank you,
Ashley
Sr. Organisational Development Manager
From India, Madras
In my experience, it is usually the staff at the operational end [i.e. is trainee, Jr. Exe., Exe., Sr. Exe.] who will be given their day-to-day role and responsibilities as per their designation and area of operation.
But as the responsibility of the individual increases due to appraisal & promotions there will be changes in the level of designation [i.e., Team Lead, Project Lead, Asst. Mgrs, Managers]. It is at this stage that the staff will be given their KPIs or KRAs to perform and will vary from designation to designation.
When the reporting structure changes and they report to a higher authority such as Head, VP, Director, CEO, they have to ensure that their KRIs & KRAs match their performance and comply with business standards.
It will then be seen in the Monthly Dashboard meetings & senior mangers meetings that their performance will be calculated based on their KPIs and KRAs - thus ensuring profitablity & growth of the business.
I do not want to further expand on this as it will consume many hours of explanation.
thank you,
Ashley
Sr. Organisational Development Manager
From India, Madras
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Key indicators.ppt