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Individual: DR Winnie Louis Lee

The document discusses key performance indicators (KPIs) for individuals. It describes how KPIs for individuals are linked to KPIs for departments and the overall corporate strategy. A 7-step process for implementing KPIs for individuals is outlined, including deciding what to measure, setting targets, and linking KPIs to job descriptions. Guidelines for the performance management structure and process, including grading performance, are also provided.

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115 views27 pages

Individual: DR Winnie Louis Lee

The document discusses key performance indicators (KPIs) for individuals. It describes how KPIs for individuals are linked to KPIs for departments and the overall corporate strategy. A 7-step process for implementing KPIs for individuals is outlined, including deciding what to measure, setting targets, and linking KPIs to job descriptions. Guidelines for the performance management structure and process, including grading performance, are also provided.

Uploaded by

edn_mj1645
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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KPI Individual

Dr Winnie Louis Lee


Training Outline

1. One body, one vision


2. Balance Scorecard (BSC) dashboard
3. KPI Department
4. KPI Individual
5. ePE demo
6. Performance management
Bukit Jaya Group

Delivering the promise through technology and leadership


Vision/Visi
“To become one of Indonesia’s prides through a strong global
presence in its core business fields.”

”Menjadi salah satu kebanggaan Indonesia melalui existensi


global yang kuat di setiap bidang bisnis utamanya.”
Mission/Misi

“To become a market leader in each of its core


business fields.”

”Menjadi pemimpin pasar di setiap bisnis


utamanya.”
Commitment

Corporate Social
Responsibility
Bukit Jaya Group Pyramid

Company

Department

Individual

One Body, One Vision!


Corporate Achievement Structure

Corporate
Vision Mission Strategic
Plan
Balance Scorecard Framework
• Strategy vs. operational excellence
• The Four Perspectives
Balance Scorecard Team
BSC Project Leader
Corporate BOD Representative

• Menerapkan BSC untuk mentranformasikan visi


BSC Software dan
Engineer
strategi perusahaan
BSC Project Managers
System Administrator
• BSC Project
Memonitor performance Secretary
progress keseluruhan
KPI Reviewer
department agar “align” dengan BSC

• Melaksanakan penilaian kinerja


•Memberikan laporan KPI department
BSC Departmental Representative department•Menjamin berjalannya penilaian kinerja
Change Agents • Memfasilitasi “strategic actiondiplan”
Department Managers •Merencanakan setiap sub-ordinat
jadwal pelaksanaan department-nya
KPI review
• Mengimplementasikan
untuk meningkatkan kinerja IT system
meeting untuk realisasi program KPI.
departemen yang dievaluasi
•Menjamin/mendelegasikan
•Menjamin kelancaranpelaksanaan
pengunaan
MOM untuk setiap
• Melaksanakan KPI review meeting
penilaian kinerja untuk
ePE secara teknis
BSC Section Representative
Change Agents
setiap sub-ordinat langsung
Department Heads/Supervisors •Menyampaikan hasil akhir penilaian
kinerja kepada sub-ordinat
Corporate Achievement Structure

Corporate Departmental
Vision Mission Strategic Goals
Plan
Corporate Achievement Structure

Corporate Departmental Individual


Vision Mission Strategic Goals Performance
Plan
Performance Management

• Performance management adalah suatu proses


bersama antara manager, individu, dan tim
yang mereka kelola yang disusun untuk
meningkatkan kinerja organisasi, tim, dan
individu yang dikendalikan oleh manager
tingkat lini (Michael Amstrong, 1994).
• Most of KPI Individual features are similar to
KPI Department .
• Link KPI Individual with KPI Department .
• Be objective in assigning a KPI Weight.
KPI Individual Guidelines

• Priciples:
 What is expected of them
 How they should deliver results
• A framework for linking strategies and priorities to jobs
 KPI – Suatu tolak ukur untuk memantau dan menelusuri
kemajuan tujuan-tujuan strategis
 Target – Suatu tingkat kinerja yang diharapkan atau
peningkatan yang diperlukan dimasa mendatang
 Action Plan – Inisiatif-inisiatif atau tindakan atau proyek-
proyek utama yang harus dilaksanakan agar memenuhi
tujuan-tujuan strategis
• A framework for development and improvement
The 7 Steps to Implementing KPI
Decide What to Measure

• Key Result Area (KRA): buatlah daftar pekerjaan yang


harus anda lakukan (job description).
• Key Performance Indicator (KPI): Lalu lihat job
description tersebut satu persatu dan ajukan
pertanyaan:
 Apa tujuan dari melakukan setiap tugas dalam job
description tersebut?
 Untuk apa dilakukan?
• Target: Jawaban tersebut umumnya akan menuntun
anda ke “hasil” yang harus dicapai oleh setiap tugas-
tugas tersebut. Target harus SMART: Specific,
Measurable, Accurate, Realistic, Time-bound.
How to Translate Job Description into KRA

• Job description hanya tugas rutin yang bisa


terdiri 7 sampai 20 buah atau bahkan lebih.
• KRA bukanlah kegiatan atau tugas, tetapi
bidang dimana hasil harus diperoleh dari
sejumlah kegiatan tersebut dan menjadi
prioritas.
Case Study: Recruitment Officer

KRA KPI Target


Man power planning 1) Laporan perencanaan rekrutmen semester-an Min. 2 x per tahun
yang disepakati users
2) Laporan proposal strategi rekrutmen Min. 2 x per tahun
Selection process 1) Melaksanakan seleksi tahap pertama pada Max. 3 minggu per
waktunya dan test yang harus recruitment request
diselenggarakan oleh HRD atau konsultan

2) Mengatur jadwal wawancara seleksi dan test-test Max. hari jumat


khusus yang harus dilakukan oleh users setiap minggu

Orientation Mengatur program orientasi dan induksi untuk Min. 1 x per


karyawan yang baru dipilih dengan bekerja sama recruitment cycle
dengan departemen user

Legal agreement Menyiapkan surat penawaran kerja (offering letter) Max. 1 hari sejak
untuk karyawan baru diterimanya karyawan
tsb.
Performance Management Structure

Senior Advisors BOD Directorate

Deputy
Deputy Director
Director Department
Department Manager
Manager Assistant
Assistant Director
Director

Department Head/
Assistant Manager
Supervisor

Department Staff
ePE Individual Demo

• Go to http://web.bukitjaya.com/docman
Performance Report
• Normalized Score for KPIs.
• Converts KPI individual scores to a common scale.
• Create overall performance ratings for a group of KPIs,
regardless of how different the KPIs individual are.

KPI Target Result


Sales order 1000 1500
Customer satisfaction 3 2
Average 751
Walkthrough: Calculate Normalized
Score for KPIs
• Constraints:
– MIN
– MAX
– Range
• Scaling system from 0% to 100%
• Technical documentation
Performance Report Structure

• 60% KPI Individual


• 30% KPI Department
• 10% Disciplinary Report (IAPSys)
Performance Grade
Criteria Grade Remark

0% ≤ Total Adjusted Performance Score ≤ 50% D Very poor performance – way


below target

50% < Total Adjusted Performance Score ≤ 65% C Moderate performance – almost
reach target
65% < Total Adjusted Performance Score ≤ 70% B- Good performance –
reach target
70% < Total Adjusted Performance Score ≤ 80% B+ Good performance – exceed
target slightly

80% < Total Adjusted Performance Score ≤ 90% A- Excellent performance –


Exceed target significantly

90% < Total Adjusted Performance Score ≤ 100% A+ Exceptional performance–


Exceed target exceptionally
Future ePE

• Various types of analysis charts


• Project-based KPI
• Email alert subscription
What Now?

KPI Department & KPI Individual submission:


Every 4th day of the month

You can do anything you set your mind to


when you have vision, determination, and an endless expendable labor
Balance Scorecard Sample

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