Here, template will not be of much help to you. What you actually need is documentation of management expectations on performance. Once you have this you can convert that into KPI. The problem for any internal consultant like you is the impact that yours and management's roles play while documenting. Therefore, taking an external help will get you a purer data but not necessarily more informed than what you can collect yourself.
Chief Executive MTS Management & Technology Services
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6th December 2008 From India , Madras
This sounds like a pretty major project that will impact many departments - you do need to start with the business objectives, targets and from there, derive the individual department KPIs. Management needs to be intimately involved.
The other thing I would add is this is a change project - people are involved and impacted - keep in mind the emotional aspect and the political aspect, not just the rational/technical aspect of planning it. You may have the best plan, but you may face resistance. Talk to a change management consultant who can help you if you've not done this before.
For some ideas to prompt your thinking further , you can visit Stories and Reflections - I think there is a piece on resistance under organizational effectiveness.
There is a lot more about change however that is not there - best advice is to talk to a change consultant.
7th December 2008 From Australia ,
Greetings of the day!
To implement KRA for each process you can either implement Business score card or A japanese tool that I will share with you.
This is up to U.
I implemented Japanese practice because I work in japanese culture- TQM awarded company.
X- Matrix in which in one Box Company guidelines, in other box linked to company's objectives & targets, in Next Column Departmental objectives are linked with Company's objectives & in Last box Departmental action plans are made which are linked to deptt's objectives & on other side linked to again Company's guidelines. In ultimate achievement of Company's Guidelines in total. If failure -Do gap analysis.
8th December 2008 From India , New Delhi
First determine the parameters that indicates Key performance of the team leaders and then identify the measurable parameters for monitoring and measurement. Implement the system to ensure you get the datas for monitoring and measurement of the determined parameters. Once you have sufficient data analyse the data and then fix a target and then ensure that the targets are achived if not take actions for improvement.
8th December 2008 From Qatar ,
Spend some time with each function ,derieve the theme processes, derive the key performance indicators(kpi's)(example purchase request and purchase order cycle time),set the unit to measure(like no of days for the pr-po example),set the benchmark for the present year and compare your values with the upcoming result(you need to consider all the reporting areas before going for the analysis).
with regards deepak
16th December 2008 From India , Jamshedpur
i went through the discussion on KPI, i have joined recently with the company, i needed to focus on DEVELOPING KRA, JOB EVALUATION, KPI, BUSINESS SCORE CARD., i dont have expreince on those area, i request you to guide me how to executive this in my company, i can be available for discussion in my . kindly revert and guidance me at the earliest, so that i can implement ASAP.
Ton of thanks in advance.
i went through the discussion on KPI, i have joined recently with the company, i needed to focus on DEVELOPING KRA, JOB EVALUATION, KPI, BUSINESS SCORE CARD., i dont have expreince on those area, i request you to guide me how to execute this in my company, i can be available for discussion in my . kindly revert and guide me at the earliest, so that i can implement ASAP.
Ton of thanks in advance.
19th December 2008 From India , Thana
www.smartKPIs.com contains a user friendly library of well-documented performance measures. At the moment it lists over 3000 KPI examples, grouped in 73 functional areas, as well as 83 industries and sub-categories.
KPI examples for functional areas are available on this page: smartKPIs.com - Browse KPIs by Functional Areas and Industries They include KPIs for functional areas such as Production, Planning, QC, Purchase, Marketing, R&D, Logistics, Accounts, HR etc
In addition to examples of performance measures, www.smartKPIs.com also contains a catalogue of performance reports that illustrate the use of KPIs in practice.
Examples of such reports for different industries are available on: smartKPIs.com - Browse KPIs in practice by Functional Areas and Industries
The website is updated daily with new content, so check it from time to time for additional content.
Please note that while examples of performance measures are useful to inform decisions, each performance measure needs to be selected and customized based on the objectives and priorities of each organisation.
30th March 2010 From Australia ,