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Key Performance Indicator (KPI) is a very important management tool to corporate managers. It is important that the KPIs are formulated and implemented.

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Presentation on theme: "Key Performance Indicator (KPI) is a very important management tool to corporate managers. It is important that the KPIs are formulated and implemented."— Presentation transcript:

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2 Key Performance Indicator (KPI) is a very important management tool to corporate managers. It is important that the KPIs are formulated and implemented well. If not, they are better not done than done. Many organizations rush into establishing KPIs in a hurry to match competition and to show they are measurement focused. If they do it without aligning the KPIs to their strategy and without thoroughly evaluating and choosing the right KPIs, the exercise will not be fruitful sooner or later KPIs in a practical will reject the KPIs as useless measures. This workshop will undertake to implement KPIs in a practical manner so that it is well accepted in the organization without a hassle. It helps to set clear expectation of the management, and also direct the focus of every employee to put their efforts to achieve what the management expects. To define KPI, we have to first define the Key Results Area (KRA) via the Business Strategic Issues. This world assist us to align our focus to strategically achieve our business bottom line. If we could cascade down these KPIs to every single employee, they would be more productive, and strategic in every of their single contribution.

3 By the end of the training, participants will be able to: 1.Explain the ‘what & why’ of developing KRA & KPI 2.Develop your department KRA & KPIs via Business Strategic Issues. 3.Track, report & improve the periodical departmental performance. 4.Cascade down your departmental KPIs to your subordinates & track the achievement of KPIs. 5.Conduct performance appraisal by using Performance Appraisal Review (PAR) Form. 6.Link your KPI Achievement to Bonus & Salary Increment Calculation. 7.We will provide your company the KPI Setting Format. 8.We will provide your company the KPI Tracking Format. 9.We have proven KPI Reporting System being work for our clients. 10.We have KPI System that would link the KPI set directly to your Bonus and Salary Increment Calculation via PAR Exercise.

4 Group or individual exercises, group or class facilitation and lecture will be used to ensure the participants understand the concept / principle of Key Performance Indicators (KPI) & Key Results Areas (KRA). The real-life cases related their respective departments on KRA development & KPI setting will be given to the respective participants to ensure their competencies are built & developed.

5 This training workshop is specially designed for Managers or Section Heads from respective departments who are required to set the KPIs for their respective departments via the development of KRA from the sources of Business Strategies & Daily Work Activities.

6 Module 1 : Concept of Key Results Areas (KRA) What & Why of KRA ? Different of KRA & KPI Success Story : Results of KRA Implementation Setting Business KPI What & Why of Business KPI? Define Your Business Directions. Specify Your Business KRA & KPIs. Specify Your Business Target. Turn Your Business Measurement into Dollar & Cents

7 Module 2 : Setting Operations KPI What & Why of Operations KPI ? ( Down Stream Concept) Specify the Operations Process Specify the Interaction of Operations Process Measurement Principle : QQCT Specify the KPI of the Operations Processes Module 3 : Cascading Down the KPI to Your Next Level Concept: Result Focus vs. Tasks Oriented Breakdown Your KPI by Sections. Assess the Competency of Your Department. Assign & Set for your Next Level Assess the feasibility of your KPI assigned.

8 Module 4 : Performance Managing Track the achievement of KPI Report the achievement of KPI Improve the achievement of KPI Module 5 : Performance Appraisal Concept of Performance Appraisal Design of Performance Appraisal. Using of Performance Appraisal Review (PAR) Form

9 Module 6 : Linking of KPI Achievement to PAR Form Assessment on Performance Results Assessment on Behavioral Performance. Justification for salary Increment Setting of KPI for Next Year Development Plan for Next Year Module 7: Linking of PAR Score to Bonus/ Salary Increment Calculation Guideline for Bonus / Salary Increment Calculation Decision on Bonus / Salary Increment Pool. Distribution of Bonus / Salary Increment Pool. Sequence & Planning in PAR Exercise.

10 Mr. Steven Raj Kumar has a Bachelor Degree in Economics and a Master of Science in Human Resource Development. He is the author of three books Malay business areas include aspects such as management, marketing, finance and entrepreneurship. He has over 17 years experience in Human Resource Management Training. His experience in the corporate sector began in 1995 when he served as Executive Director of Human Resources in a property development company and later served as Human Resource Consulting and Training in a firm that organizes training programs and human resource development. He also served as Chief Executive in a Private High School is listed in the KLSE. He is currently director of a Skills Training Centre. MR. STEVEN RAJ KUMAR

11 In the field of Training & Development, Mr Raj Kumar experts in the fields of Motivation, Team Building and Team, Leadership, Performance Management, Organizational Behavior, Personal Skills, Personality, Organizational Change & Development, Planning, He has run many courses to companies in and around Kuala Lumpur, Selangor, Johor, Pulau Pinang, Sabah and Sarawak. Among the organizations he was involved in providing training and development are Top Glove, Petronas, SOGO, Steel, Malaysian Institute of Accounts, MAS Cargo, Sime, Titan PP Polymer, Rubber Shum Yip Leong, Maybricks, GN Technology, HKT, Eastern Press, Sam Long Chemicals, WCT Engineering, Plastics V, Rubelli, PEP_JV, Erapoly, Barwil, Lumut Resort, Digi, MARDEC, CIBA Vision, Escatech, BASF Petronas and many more. MR. STEVEN RAJ KUMAR


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