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    Ex On Goal Setting

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    srinath_123
    The document discusses performance management and goal setting, providing examples of how to define KPAs, KRAs, and performance targets for roles like marketing manager and production manager, as well as how to assess performance for supervisors, general staff, and shop floor workers using various factors and timelines. It also addresses challenges in goal setting and provides an example of how performance could be addressed for an MBA student.

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    Ex On Goal Setting

    Uploaded by

    srinath_123
    183 views10 pages
    The document discusses performance management and goal setting, providing examples of how to define KPAs, KRAs, and performance targets for roles like marketing manager and production manager, as well as how to assess performance for supervisors, general staff, and shop floor workers using various factors and timelines. It also addresses challenges in goal setting and provides an example of how performance could be addressed for an MBA student.

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    Ex on Goal Setting

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    The document discusses performance management and goal setting, providing examples of how to define KPAs, KRAs, and performance targets for roles like marketing manager and production manager, as well as how to assess performance for supervisors, general staff, and shop floor workers using various factors and timelines. It also addresses challenges in goal setting and provides an example of how performance could be addressed for an MBA student.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    183 views10 pages

    Ex On Goal Setting

    Uploaded by

    srinath_123
    The document discusses performance management and goal setting, providing examples of how to define KPAs, KRAs, and performance targets for roles like marketing manager and production manager, as well as how to assess performance for supervisors, general staff, and shop floor workers using various factors and timelines. It also addresses challenges in goal setting and provides an example of how performance could be addressed for an MBA student.

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    You are on page 1of 10

    P M S Goal setting

    KPA & Performance Planning


    KPAs may be defined as important or critical categories of functions to be performed by any role incumbent, over a given period of time. Mechanism for role clarity and development

    KRAs / Key Performance Indicators / performance Targets


    Identified under each KPA Bring objectivity. Follow SMART guideline

    Illustrations - Marketing Mgr


    Goal /KRA/KPI Increase sales volume of product X by 20% by end of the year Actions. 1 Penetrate new segment 2 Develop new marketing technique 3 Strengthen Brand Image Tasks 1.1 Advertising 1.2 Promotion 1.3 Customer care 2.1 Direct sales 2.2 MLM 2.3 Promotional sales 3.1 Thru electronic Media 3.2 Thru Print Media 3.3 Thru Press Conference. 1.1 Locate prospective distributors 1.2 Finalize terms 1.3 Appoint and monitor 2.1 Appoint area wise dealers. 2.2 Conduct Survey in each area 2.3 Monitor sales thru dealer network Timel ine

    Expand sales in 2 1. Appoint new territories with, distrbutors min Rs 5 Cr by end 2. Develop dealer of Q3 net work

    Illustration- Production Mgr


    Goal /KRA/KPI Increase worker productivity in dept x xx by 10% by end of the year Actions. 1 Impart job specific training to all. 2 Increase motivation. 3 Ensure eqpt & material availability Tasks 1.1 Co ordinate with HR to organize training 1.2 Prepare Engineers and skilled workers as trainers 1.3 Implement tech training thru HR 2.1 Introduce morning meetings of workers & supervisors. 2.2 Kaizen Scheme 2.3 Introduce Incentives 2.4 Monitor grievances thru effective working of the scheme 2.5 Train Supervisors to motivate workers 3.1 Co ordinate with engg and materials depts 3.2 Train operators in Self Mtce 3.3 Introduce KANBAN system Time line

    Exercise- New Manager at Jayanagar Store


    Goal /KRA/KPI Actions. Tasks Time line

    PMS for Supervisors/ General staff


    Support staff Clerks, data entry operators, receptionist, office assistants, accounts Asst, training organizers, travel Asst Etc Perf factors 1 2 3 4 5 6 7 8 9 Job Knowledge Out put Quality of work Mental ability Attitude Leadership Punctuality Attendance. Conduct. Weight age SS 3 3 2 3 2 2 2 2 1 Weightage GS 2 3 3 2 3 3 2 2

    PMS for Supervisors/ General staff


    Each factor is assessed on 0-5 scale and multiplied by respective weights. Reporting officer and reviewing officer can rate independently with predetermined weightages 70%, 30 %. Total overall score can be arrived for each

    PA for Shop floor Workers


    Parameters
    Education / qualification. Work Experience Job Knowledge Quality of work Quantity of work Upkeep/House Keeping Attendance /absenteeism Team work Discipline Initiative. Attitude to learn. Dependability.

    Challenges in Goal setting


    Minimize seemingly opposing Goals within a Role, across roles / Functions ( Consistency), Short term vs long term, Development vs Control Integrating Goals of Various roles / levels to ensure uni direction and aligned. Avoid duplication. Goal setting for Service functions- Safety, environment, corporate communications, Public relations, Risk management, IT, Business Excellence, Leadership development, Innovation, R &D.

    An example MBA student at XIME


    How is MBA student performance addressed ? Need and benefits ? Listing by Individuals Performance of Faculty at XIME Performance of employees in a Business Organization.

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