Resp. Seniors,
I am assigned an important task in which i have to design KRA for almost all catregory of employees in a medium size auto component manufacturing unit.
Can any one will help me in designing KRA & evaluating parameter for the functional head of Production as well as Purchase deptt.
From India, Pondicherry
2I am assigned an important task in which i have to design KRA for almost all catregory of employees in a medium size auto component manufacturing unit.
Can any one will help me in designing KRA & evaluating parameter for the functional head of Production as well as Purchase deptt.
From India, Pondicherry
Dear Panjit,
The system and procedure of implement of KRA/KPI is as below:
a) Design KPIs for every single department
b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date of measurement of the performance.
d) Conduct the supplementary training to 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 PA process. Do some changes if required.
g) Let the cycle go on.
Recently, there was 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 provide consulting and training services to your company.
My Training and Consulting in the field of Supply Chain Management (SCM): - I conduct training programmes on various topics and also provide consulting services on the subjects related to the SCM. To know more about my training activities in this field, you may click the following links and download the respective documents:
Dinesh V Divekar - Procurement Faculty
Programme Structure for Various Training Programmes in Purchase and Inventory Management
Thanks,
Dinesh Divekar
+91-9900155394
dineshdivekar(at)gmail(dot)com
From India, Bangalore
The system and procedure of implement of KRA/KPI is as below:
a) Design KPIs for every single department
b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs.
c) Fix a date of measurement of the performance.
d) Conduct the supplementary training to 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 PA process. Do some changes if required.
g) Let the cycle go on.
Recently, there was 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 provide consulting and training services to your company.
My Training and Consulting in the field of Supply Chain Management (SCM): - I conduct training programmes on various topics and also provide consulting services on the subjects related to the SCM. To know more about my training activities in this field, you may click the following links and download the respective documents:
Dinesh V Divekar - Procurement Faculty
Programme Structure for Various Training Programmes in Purchase and Inventory Management
Thanks,
Dinesh Divekar
+91-9900155394
dineshdivekar(at)gmail(dot)com
From India, Bangalore
I am Electrical Engineer,
I am working in Power Sector,
I am going to face In-Basket Exercise for Promotion, which contains following parameters.
7. METHODOLOGY OF SELECTION:
7.1 Normally Competency Mapping Test will be conducted for selection process which will comprise of In-Basket Exercises, Group Discussion, Case Discussion, Presentation Skill and Personal Interview. However, which selection process is to be adopted will be at the absolute discretion of the Company and the decision of the Company in this regard shall be final.
7.2 The application received till 19.04.2022 will only be considered. Out of which the candidates who are apparently eligible as per age and educational criteria shall be called for first four tools of Competency Mapping Test viz., In-Basket Exercise, Group Discussion, Case Discussion and Presentation Skill without verifying their other eligibility criteria.
7.3 The candidates will be shortlisted for Personal Interview in the prescribed ratio taking into consideration their performance in the In-Basket Exercises, Group
Discussion, Case Discussion and Presentation Skill as well as after verification of their eligibility as mentioned in the advertisement.
7.4 The call letters to shortlisted candidates will be forwarded through e-mail id mentioned in their application forms.
7.5 Taking into consideration, overall performance reflected in all five tools of Competency Mapping Test viz., In-Basket Exercises, Group Discussion, Case
Discussion, Presentation Skill & Personal Interview, the final select list shall be prepared.
7.6 The list of candidates shortlisted for Personal Interview and finally selected candidates will be displayed on the Company’s website.
From India, Mumbai
I am working in Power Sector,
I am going to face In-Basket Exercise for Promotion, which contains following parameters.
7. METHODOLOGY OF SELECTION:
7.1 Normally Competency Mapping Test will be conducted for selection process which will comprise of In-Basket Exercises, Group Discussion, Case Discussion, Presentation Skill and Personal Interview. However, which selection process is to be adopted will be at the absolute discretion of the Company and the decision of the Company in this regard shall be final.
7.2 The application received till 19.04.2022 will only be considered. Out of which the candidates who are apparently eligible as per age and educational criteria shall be called for first four tools of Competency Mapping Test viz., In-Basket Exercise, Group Discussion, Case Discussion and Presentation Skill without verifying their other eligibility criteria.
7.3 The candidates will be shortlisted for Personal Interview in the prescribed ratio taking into consideration their performance in the In-Basket Exercises, Group
Discussion, Case Discussion and Presentation Skill as well as after verification of their eligibility as mentioned in the advertisement.
7.4 The call letters to shortlisted candidates will be forwarded through e-mail id mentioned in their application forms.
7.5 Taking into consideration, overall performance reflected in all five tools of Competency Mapping Test viz., In-Basket Exercises, Group Discussion, Case
Discussion, Presentation Skill & Personal Interview, the final select list shall be prepared.
7.6 The list of candidates shortlisted for Personal Interview and finally selected candidates will be displayed on the Company’s website.
From India, Mumbai
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