keren

1. 13 February 2020

2. How to set
Basic KPIs
for
your Employees
13 February 2020

3. Linda S. Wirawan
Certified Trainer & Coach
Linda S. Wirawan is a professional with 20 years experience in banking industry. Her resume includes the name of
many prominent banks such as : BCA, OCBC NISP, Maybank Indonesia, Bank Mega and MNC Bank. She
reached the position of Executive Vice President and in 2016 she decided to fully focus in People Development
(Consultancy, Training, Coaching and Mentoring) in conjunction with her experience : People Development, Product
& Service Development, Brand Strategy, Sales, Marketing and Communication.
Besides a co-founder of ProConsulting – a company specializing in Consultancy, Training, Mentoring, and Coaching
- Linda is also an active Council Member of an International “platform for professional learning” consulting firm named
Gerson Lehrman Group in Singapore and a facilitator in several training companies.
Linda is a certified professional coach from Loop Institute of Coaching and a certified trainer from High Impact
Training Consultant.

4. CEO
New HR Manager
• Selamat Datang di
About the Future
• Terima kasih, Pak
• Apakah saya boleh
melihat Visi, Misi &
Tujuan perusahaan ?
• Tugas pertama
adalah membuat KPI
untuk perusahaan
dan seluruh
karyawan
• Basicly kita ingin
mendapat profit
sebanyak-banyaknya
• Detailnya bisa kamu
sekalian buat pada
saat buat KPI ya

5. Setting
Top
Management
HR
&
Related Managers
Company
Employees

6. Operational KPIs
Aligning

7. What
is
Key Performance Indicators ?

9. Video :
A Devil Wears Prada –
Harry Potter Unpublished
Manuscript

10. Matriks
Finansial
Non
Finansial
Performa
Kinerja
Mengukur

11. Tindakan apa yang diperlukan untuk
menyikapi kondisi tersebut
Menilai kondisi

12. Patokan yang dipergunakan
untuk mengukur performa
Perusahaan Karyawan

13. The Process of
Setting up
your
Key Performance Indicators

15. Video :
You Have Got Mail –
Baby Gap

16. 1. Review Business Goals & Objectives
Goals establish where you intend to go and tell you
when you get there. They help improve your overall
effectiveness as a company.
Goals
Q1
Q2
Q3
Q4
Increase
Market
Share
Improve
Customer
Service
Objectives are the specific steps you
and your company need to take in
order to reach each of your goals.
• Innovation
• Competition
• Improve
Customer
Relations
• Etc
• Improve
Customer
Service
Skills
• Customer
Feedback
• Add Touch
Points
• Etc

17. 2. Analyse your Current Performance

18. Video :
You Have Got Mail –
Decision to Close

19. 3. Set Short & Long KPI Targets
Short Term Targets Long Term Targets
Economical Goals
• cost-covering dealings
Ecological Goals
• a good quality at low prices
Social Goals
• increase in customers
Economical Goals
• realise profit
• expansion
Ecological Goals
• good cooperation
Social Goals
• customer satisfaction

20. 4. Review Targets with your Team

21. Why is it important ?
Transparency
Motivation
Collaboration
Finish projects on time
Boost work performance
Strengthen relationships

22. 5. Review Progress & Readjust
• To know how well your business is performing
• To know how to get the most out of your business or market opportunities
• To update your business plan
• To pull back your business which is moving in a direction different to the one you planned
• The business is becoming difficult or unresponsive to market demands

23. Review
Business
Objectives
Analyse
your Current
Performance
1
2
3 Set Short &
Long KPI
Targets
4 Review
Targets
with your Team
5 Review
Progress &
Readjust

24. Company
Employee

25. Group Discussion

26. KPI Table for HR Manager
No Key Result Areas Key Performance Indicators Weight Target Actual Score Final
of KPIs Score
1 Recruitment Average lead time to recruit employees 15 60 calender days 70 86 13
Performance score of new employees within 6 months 15 80 82 103 15
2 Training & Development Training hours per employee / year 10 40 hours / year 37 hours 93 9
% difference in the rate of productivity before & after training 10 50% 67% 134 13
3 Performance & Career Management % of employees that fully execute their Individual 10 90% 80% 89 9
Development Plan
% of employees participate in Career Coaching Program 15 90% 74% 82 12
4 Employee Rentention & Productivity % of employees that leave the organization in a given 15 2% 2.3% 87 13
time period
Profit per employee 10 USD 2 Mio USD 1.9 Mio 95 10
100 94

27. The KPI
S-M-A-R-T
Rule

28. Specific
Your goal should be clear and specific, otherwise you won't be able to focus your efforts or feel truly
motivated to achieve it.
When drafting your goal, try to answer the five "W" questions :
•What do I want to accomplish?
•Why is this goal important?
•Who is involved?
•Where is it located?
•Which resources or limits are involved?
Imagine that you are currently a HR staff,
and you'd like to become head of HR. A
specific goal could be, "I want to​ gain the
skills and experience necessary to
become head of HR within my
organization, so that I can​ build my
career​ and lead a successful team."

29. Measurable
It's important to have measurable goals, so that you can track your progress and stay motivated.
Assessing progress helps you to stay focused, meet your deadlines, and feel the excitement of getting
closer to achieving your goal.
A measurable goal should address questions such as :
•How much?
•How many?
•How will I know when it is accomplished?
You might measure
your goal
of ​acquiring the
skills to become
head of HR by
determining that you
will have ​completed
the necessary
training courses and
gained the relevant
experience within
five years' time.
1
2
3
4
5

30. Achievable
Your goal also needs to be realistic and attainable to be successful. In other words, it should stretch your
abilities but still remain possible. When you set an achievable goal, you may be able to identify previously
overlooked opportunities or resources that can bring you closer to it.
An achievable goal will usually answer questions such as:
•How can I accomplish this goal?
•How realistic is the goal, based on other constraints, such as financial factors?
Time Money
Resources
You might need to ask yourself whether :
developing the skills required to become head of
HR is realistic, based on your ​existing ​experience
and qualifications.
For example :
• Do you have the time to complete the required
training effectively?
• Are the necessary resources available to you?
• Can you afford to do it?

31. Relevant
This step is about ensuring that your goal matters to you, and that it also aligns with other relevant goals.
We all need support and assistance in achieving our goals, but it's important to retain control over them.
So, make sure that your plans drive everyone forward, but that you're still responsible for achieving your
own goal.
A relevant goal can answer "yes" to these questions :
•Does this seem worthwhile?
•Is this the right time?
•Does this match our other efforts/needs?
•Am I the right person to reach this goal?
•Is it applicable in the current socio-economic environment?
You might want to ​gain the skills to become head of
PR within your organization, but :
• ​Is it the right time to undertake the required
training, or work toward additional
qualifications?
• Are you sure that you're the right person for the
head of HR role?
• Have you considered your spouse's goals? For
example, if you want to start a family,
would ​completing training in your free time
make this more difficult?

32. Time-Bound
Every goal needs a target date, so that you have a deadline to focus on and something to work
toward. This part of the SMART goal criteria helps to prevent everyday tasks from taking
priority over your longer-term goals.
Family
Daily Routine
Friends
Etc Etc
Etc Etc
Gaining the skills to become head of HR may
require additional training​ or experience​, as we
mentioned earlier :
• How long will it take you to acquire these skills?
• Do you need​ further training, so that you're
eligible for certain exams or qualifications?
• It's important to give yourself a realistic time
frame for accomplishing the smaller goals that
are necessary to achieving your final objective.
A time-bound goal will usually
answer these questions :
•When?
•What can I do six months from
now?
•What can I do six weeks from
now?
•What can I do today?