🚗 Driving Excellence: Gamifying Performance Measurement Systems in the Automobile Industry

In today’s fast-evolving manufacturing landscape, especially within the automobile industry, performance is no longer just about output—it’s about precision, efficiency, quality, and continuous improvement. Organizations that thrive are those that measure what truly matters and empower their people to act on those insights.

Yet, there’s a common challenge.

Despite having sophisticated systems and dashboards, many organizations struggle with:

Metrics that don’t connect to real work on the shopfloor
Employees who see KPIs as “targets” rather than “tools”
Lack of alignment between corporate strategy and ground-level execution
Performance reviews that feel like evaluation—not improvement

This is where our Gamified Performance Measurement Systems (PMS) Training Program comes in.

🎯 Why This Program Matters

Imagine a workplace where:

A shopfloor operator understands how their hourly output impacts company profitability
A production manager can instantly identify bottlenecks using real-time KPIs
HR connects employee engagement directly with productivity metrics
Leadership decisions are driven by data, not assumptions

This program is designed to make that vision a reality.

By combining industry-relevant frameworks, real-world case studies, and interactive gamified assessments, we transform PMS from a theoretical concept into a practical, engaging, and results-driven system.

🎮 Learning That Engages, Not Just Informs

Traditional training often fails because it tells people what to do—but not how to think.

Our approach is different.

Participants don’t just learn about KPIs—they:

Compete in real-time simulations of factory challenges
Solve production problems using actual performance data
Design dashboards tailored to their roles
Participate in role-play review meetings like real corporate scenarios

This gamified format ensures:

Higher engagement
Better retention
Immediate application of concepts

Because when people experience performance systems, they own them.

🏭 Built for the Entire Organization

One of the biggest gaps in performance systems is lack of alignment across roles.

This program bridges that gap by addressing:

Corporate Teams → Strategy, financial metrics, supplier performance
Plant Leadership → Efficiency, safety, cost optimization
Shopfloor & Assembly Line Teams → Output, quality, downtime, error rates

By connecting these layers, employees begin to see how:

“Every action on the shopfloor directly influences organizational success.”

🎬 Learning Through Stories That Stick

To make concepts relatable and memorable, the program integrates powerful learning moments inspired by iconic films.

From understanding the dangers of wrong metrics to appreciating data-driven decisions, these cinematic parallels help participants connect emotionally with the subject—making learning both impactful and enjoyable.

🛠️ From Understanding to Implementation

This is not just a training—it’s a transformation journey.

By the end of the program, participants will be able to:

Define meaningful KPIs for their roles
Align performance metrics across departments
Build simple yet effective dashboards
Conduct structured performance reviews
Drive continuous improvement using data

Most importantly, they will learn how to create a performance culture that is:

Transparent
Fair
Action-oriented
Appreciated by all stakeholders

🚀 The Outcome: A System That Works for People

A truly effective Performance Measurement System is not one that controls people, but one that enables them to perform better.

When designed and implemented correctly, PMS becomes:

A guiding compass, not a pressure tool
A decision-making engine, not just a reporting mechanism
A growth enabler, not just an evaluation system

💡 Final Thought

In the world of automobile manufacturing—where every second, every component, and every decision matters—what you measure defines what you achieve.

This program ensures that organizations don’t just measure performance…
They master it.

If you’re looking to build a high-performance, data-driven, and engaged workforce, this gamified PMS program is your starting point.

Let’s move from measuring performance to driving excellence.

🚗 6-Hour Training: Performance Measurement Systems (PMS)

🎯 Training Objective

Enable employees to:

Understand KPIs, metrics, dashboards, and frameworks
Design and implement role-based performance systems
Align factory + corporate goals
Build real-time, transparent, and motivating PMS

A KPI (Key Performance Indicator) measures how effectively an organization achieves objectives and supports decision-making and improvement

🕐 SESSION BREAKDOWN (6 HOURS)

Module	Duration	Focus
1	45 mins	PMS Fundamentals
2	60 mins	Manufacturing KPIs Deep Dive
3	75 mins	Role-Based PMS (Corporate → Shopfloor)
4	60 mins	Case Studies (India + Global)
5	60 mins	Activities & Simulations
6	60 mins	Designing Your PMS (Workshop)

🧠 MODULE 1: PMS FUNDAMENTALS (45 mins)

Key Concepts

KPI vs Metrics vs Targets
Leading vs Lagging indicators
Balanced Scorecard (Finance, Customer, Process, Learning)
SMART KPIs

Real-Time Example

Car Manufacturing Plant

KPI: Daily Output (Target: 500 units)
Metric: Units produced/hour
Insight: Drop in output → machine downtime

🎬 Movie Clip Learning

Learning:
Over-measurement without purpose creates pressure but not performance.

📝 Worksheet 1

Identify KPIs

Role	KPI	Type (Leading/Lagging)
HR	Attrition rate	Lagging
Production	OEE	Leading

⚙️ MODULE 2: MANUFACTURING KPIs (60 mins)

Core KPIs (Automobile Industry)

OEE (Overall Equipment Effectiveness)
= Availability × Performance × Quality
Production Cycle Time
Defect Rate
Inventory Turnover
Downtime
First Pass Yield

👉 These metrics help track efficiency, quality, and improvement opportunities

🏭 Shopfloor Example

Assembly Line Scenario:

Target: 60 cars/hour
Actual: 48 cars/hour
Root Cause:

Machine stoppage (Availability ↓)
Rework (Quality ↓)

📝 Worksheet 2: KPI Mapping

Department	KPI	Formula	Frequency
Maintenance	Downtime	Total downtime / shift	Daily
Quality	Defect %	Defects / total units	Hourly

👥 MODULE 3: ROLE-BASED PMS (75 mins)

🧑‍💼 Corporate Level

Revenue per unit
Cost optimization
Supplier performance

🏭 Plant Level

Production efficiency
Energy consumption
Safety incidents

🔧 Shopfloor / Assembly Line

Units/hour
Rework %
Idle time

👷 Worker Level

Task completion time
Error rate
Attendance

🎬 Movie Clip Learning

Learning:
Performance systems must balance speed vs quality vs compliance

📝 Activity: KPI Alignment Game

Task:
Align these:

Company Goal → Increase profit
Plant Goal → Reduce waste
Worker Goal → Reduce errors

👉 Show how all KPIs connect

📊 MODULE 4: CASE STUDIES (60 mins)

🇮🇳 Case Study 1: MSME Manufacturing (Tamil Nadu)

Implemented metric-based PMS
Result:

Improved productivity
Better employee accountability

🌍 Case Study 2: General Electric (GE)

Used:

Financial + Operational + Customer KPIs

Result:

Strong alignment across departments

🚗 Case Study 3: Indian Automotive Supply Chain

Lean PMS introduced
Focus:

Waste reduction
Process efficiency

📝 Case Study Worksheet

Analyze:

What KPIs were used?
What improved?
What would you change?

🎮 MODULE 5: ACTIVITIES & SIMULATIONS (60 mins)

🧩 Activity 1: “Broken Factory Simulation”

Team produces paper cars
Introduce:

Machine failure
Quality issues

Measure:

Output
Defects

👉 Debrief: Why KPIs matter

🧩 Activity 2: Dashboard Design

Teams create:

Shopfloor dashboard
Corporate dashboard

🎬 Movie Clip Learning

Learning:
Data beats intuition in performance management

🛠️ MODULE 6: BUILD YOUR PMS (WORKSHOP – 60 mins)

Step-by-Step Framework

Step 1: Define Goals

Production increase by 10%

Step 2: Identify KPIs

OEE
Cycle time

Step 3: Set Targets

OEE → 85%

Step 4: Data Collection

Sensors / ERP / Manual logs

Step 5: Dashboard Creation

Real-time tracking

Step 6: Review System

Daily (shopfloor)
Weekly (management)

📝 Final Worksheet: PMS Design Template

Goal	KPI	Target	Owner	Tool
Reduce defects	Defect %	<2%	QA Head	SAP

🎯 REAL-TIME IMPLEMENTATION GUIDE

✅ DOs

Align KPIs across all levels
Keep metrics simple and visible
Use real-time dashboards
Link KPIs to incentives

❌ DON’Ts

Too many KPIs
No ownership
No action on data
Measuring without purpose

🧠 FINAL TAKEAWAY MODEL

“3P MODEL”

Performance (What to measure)
Process (How to measure)
People (Who owns it)

🎬 BONUS MOVIE REFERENCES

Movie	Learning
3 Idiots	Wrong metrics kill innovation
Chak De India	Team performance tracking
Moneyball	Data-driven decisions
Ford v Ferrari	Balance performance vs constraints

💡 IMPACT OF THIS TRAINING

After implementation:

Better visibility of operations
Faster decision-making
Improved productivity & quality
Higher employee engagement

👉 Manufacturing firms that track KPIs effectively can optimize operations and make data-driven improvements consistently

🎭 STORY-BASED MODULE:

“THE FACTORY THAT MEASURED EVERYTHING… BUT UNDERSTOOD NOTHING”

🎬 ACT 1: THE PROBLEM (RELATABLE HOOK)

Setting:
A leading automobile manufacturing plant in Chennai.

Meet:

Arjun – Plant Head
Meena – HR Manager
Ravi – Assembly Line Supervisor
Karthik – Shopfloor Operator

📖 Story Begins…

The company had everything:

Dashboards 📊
KPIs 📈
Daily reports 📑

Yet…

Production delays increased
Employee stress went up
Quality issues kept repeating

Arjun (frustrated):

“We are measuring everything… then why are we not improving?”

🧠 LEARNING PAUSE 1

👉 Reflect:

Are we measuring the right things or just many things?

🎬 ACT 2: THE “FISH TANK SYNDROME”

Meena introduces a concept:

“Sir, we are facing something called the Fish Tank Syndrome.”

🐟 Story Analogy

Imagine a fish in a glass tank:

Constantly watched 👀
Every movement monitored
No privacy

What happens?

The fish behaves unnaturally
Stress increases
Performance drops

🧠 Corporate Parallel

Employees felt:

“We are being watched, not supported”
“Targets are unrealistic”
“Metrics are used to blame, not improve”

👉 Over-monitoring leads to fear-driven performance, not real productivity.

🧠 LEARNING PAUSE 2

Discussion Question:

Are your KPIs enabling performance or creating pressure?

🎬 ACT 3: THE REALIZATION

Ravi (Supervisor) shares:

“We track output every hour, but no one tracks why machines stop.”

Karthik (Operator):

“We rush to meet targets, but rework increases later.”

🔍 Insight

They were measuring:

Output ❌

But ignoring:

Downtime ✔
Root causes ✔
Skill gaps ✔

🧠 LEARNING PAUSE 3

👉 Identify:

One KPI you track
One KPI you should track

🎬 ACT 4: SHIFT FROM CONTROL → UNDERSTANDING

Arjun decides to redesign PMS.

🔄 BEFORE vs AFTER

BEFORE	AFTER
Measure everything	Measure what matters
Focus on results only	Focus on process + results
Blame individuals	Improve systems
Static reports	Real-time insights

🧠 Key Learning

Performance measures should:

Help us understand work
Not just evaluate people

🎬 ACT 5: STRATEGY CONNECT

Meena explains:

“Performance management is not HR activity—it’s a business control system.”

🧩 How PMS Helps Leadership

Aligns strategy → execution
Identifies bottlenecks
Enables faster decisions
Restores control over operations

👉 Without PMS = Guesswork
👉 With PMS = Clarity & Direction

🧠 LEARNING PAUSE 4

👉 Ask participants:

How does your KPI connect to company strategy?

🎬 ACT 6: THE TRANSFORMATION

Changes Implemented:

✅ Reduced KPIs from 25 → 8
✅ Introduced OEE tracking
✅ Daily problem-solving huddles
✅ Transparent dashboards

📈 Results:

Productivity ↑
Defects ↓
Employee trust ↑
Decision speed ↑

🎬 ACT 7: THE BREAKTHROUGH MOMENT

Karthik (Operator) says:

“Now I understand how my work impacts the company.”

💡 FINAL REALIZATION

Performance Measurement System is not about:
❌ Monitoring people

It is about:
✅ Understanding systems
✅ Improving processes
✅ Empowering people

🎮 INTERACTIVE ACTIVITY (POST STORY)

🧩 Activity: “Fix the Factory”

Scenario:

High output
High defects
High stress

👉 Teams must:

Identify wrong KPIs
Suggest better KPIs
Redesign PMS

🎯 KEY TAKEAWAYS (STORY MORAL)

🧠 1. Measure What Matters

Not everything that counts can be measured—and not everything measured counts.

🐟 2. Avoid Fish Tank Syndrome

Too much monitoring → Distorted behavior

🔗 3. Align Strategy to Shopfloor

Every KPI must answer:

“How does this help the business?”

⚙️ 4. Focus on Process, Not Just Output

Output is a result—process is the driver

👥 5. Make PMS Human-Centric

People should feel:

Enabled
Not judged

🎬 OPTIONAL CINEMA LINKAGE (FOR TRAINER)

3 Idiots → Wrong metrics = stress
Moneyball → Right metrics = success
Chak De India → Team performance tracking

🚀 CLOSING LINE (FOR IMPACT)

“When you measure to control, people resist.
When you measure to understand, people improve.”

🐜 THE ANT STORY – A VISUAL LEARNING JOURNEY

“When Systems Try to Improve Performance… But Kill It Instead”

🌅 SCENE 1: THE NATURAL PERFORMER

📖 Story

There once was an ant.

She came to work early
Worked efficiently
Needed no supervision
Delivered excellent results

The owner (a lion) was impressed.

“If this ant can perform so well without supervision… imagine what she could do WITH management!”

🧠 LEARNING

👉 High performance often exists naturally when:

There is clarity
There is ownership
There is trust

🏢 SCENE 2: INTRODUCTION OF MANAGEMENT

📖 Story

The lion hired a supervisor (a cockroach).

The supervisor said:

“We need reports, tracking, and monitoring to improve performance.”

Soon:

Daily reports were introduced 📊
Work logs were maintained 📝
Time tracking began ⏱️

🧠 LEARNING

👉 This is where Performance Measurement Systems begin.

But the key question:

Are we measuring to understand… or to control?

🐟 SCENE 3: THE FISH TANK SYNDROME BEGINS

📖 Story

More layers were added:

A manager (bird)
A planning department
A reporting system

The ant now:

Spent time filling reports
Felt constantly watched
Lost her natural rhythm

👉 This is Fish Tank Syndrome
Where constant observation changes behavior and reduces effectiveness

🧠 LEARNING

👉 Over-measurement leads to:

Stress 😓
Artificial performance 🎭
Reduced creativity 🚫

📉 SCENE 4: PERFORMANCE DROPS

📖 Story

What happened next?

Productivity dropped 📉
Morale decreased 😞
Delays increased ⏳

The solution?

👉 The lion hired a consultant (owl).

🧠 LEARNING

👉 When systems fail, organizations often:

Add more layers
Add more reports
Add more control

Instead of fixing the root problem

🧾 SCENE 5: THE FINAL DECISION

📖 Story

The consultant concluded:

“The ant is underperforming.”

And so…

👉 The ant was terminated.

🧠 SILENCE… AND REALIZATION

The system failed.

Not the ant.

🎯 FINAL LEARNING CONNECTION TO PMS

❌ WHAT WENT WRONG

Too many KPIs
No clarity of purpose
Measurement replaced meaning
Control replaced trust

✅ WHAT SHOULD HAVE HAPPENED

Effective PMS should:

Measure what matters
Enable performance, not pressure
Focus on process, not just output
Empower employees

🧠 CORE MESSAGE

“Not everything that is measured improves performance…
Sometimes, it destroys it.”

🎮 INTERACTIVE REFLECTION (FOR TRAINING)

Ask Participants:

Where do you see the “ant” in your organization?
Are your KPIs helping or hurting performance?
Are you creating a performance system or a fish tank?

🚀 POWERFUL CLOSING LINE

“Great organizations don’t create more measurement systems…
They create better understanding systems.”

🚗 1. CORE VISUAL: INTEGRATED PERFORMANCE MANAGEMENT FRAMEWORK

📊 From the PDF (Page 30 – Figure 1.4)

📖 What the Diagram Shows

The framework has 5 core building blocks:

Direction & Goal Setting
Operational Processes
Support Processes
Evaluation & Control
Organizational Behaviour

👉 These must work together, not in silos

🎭 STORY: “THE DISCONNECTED CAR PLANT”

At an automobile plant in Chennai:

Strategy team → wants premium cars
Production → focuses on volume
HR → rewards attendance, not quality
Quality team → works separately

👉 Result:

Misalignment
Confusion
Poor performance

🧠 LEARNING

Performance fails not due to lack of effort…
but due to lack of integration

📝 WORKSHEET 1: CURRENT vs IDEAL SYSTEM

Component	Current System (Reality)	Improved System (Aligned PMS)
Goals	Not clearly defined	Strategy-linked goals
Operations	Output focused	Quality + efficiency
Support	Reactive	Proactive
Evaluation	Monthly reports	Real-time dashboards
Behaviour	Fear-driven	Ownership-driven

📉 2. VISUAL: “MEASUREMENT MADNESS”

📊 From PDF Insight (Page 4)

Too many metrics → confusion instead of clarity

🎭 STORY: “THE KPI OVERLOAD FACTORY”

A plant tracked:

25 KPIs
10 dashboards
5 reports daily

Supervisor Ravi says:

“I don’t know which number matters anymore!”

🧠 LEARNING

👉 More metrics ≠ Better performance

📝 WORKSHEET 2: KPI CLEAN-UP

KPI	Keep / Remove	Why
Output/hr	Keep	Core productivity
Employee mood score	Remove	Not actionable
Downtime	Keep	Critical

👉 Task: Reduce to 5–8 meaningful KPIs

🔗 3. VISUAL: STRATEGIC ALIGNMENT

📊 From PDF Concept (Page 8–9)

Strategy must link to execution

🎭 STORY: “THE MISALIGNED TARGET”

Corporate goal:
👉 “Increase profit”

Shopfloor KPI:
👉 “Produce more units”

👉 Result:

Overproduction
Inventory pile-up
Losses

🧠 LEARNING

Every KPI must answer:
“How does this support strategy?”

📝 WORKSHEET 3: ALIGNMENT CHECK

Strategy	KPI	Is it aligned?	Fix
Reduce cost	Increase output	❌	Reduce waste
Improve quality	Reduce defects	✅	Keep

⚙️ 4. VISUAL: PERFORMANCE MANAGEMENT vs MEASUREMENT

📊 From PDF (Page 6–7)

Measurement = Tracking
Management = Action

🎭 STORY: “THE DASHBOARD MANAGER”

Manager:

Reviews dashboards daily
Takes no action

Another manager:

Identifies downtime
Fixes machine issue

👉 Who performs better?

🧠 LEARNING

Data without action = useless

📝 WORKSHEET 4: ACTION MAPPING

KPI	Insight	Action
Downtime ↑	Machine issue	Maintenance
Defects ↑	Skill gap	Training

🧠 5. VISUAL: MATURITY ALIGNMENT (ADVANCED)

📊 From PDF (Page 31 – Figure 1.5)

🎭 STORY: “THE TOO-ADVANCED SYSTEM”

Company introduced:

AI dashboards
Complex KPIs

But:

Workers not trained
Managers confused

👉 System failed

🧠 LEARNING

PMS must match organizational maturity

📝 WORKSHEET 5: MATURITY CHECK

Area	Level (Low/Med/High)	Gap	Action
Technology	High	Workforce low	Training
Process	Medium	-	Improve

🚀 FINAL INTEGRATED STORY

🎬 “THE TRANSFORMED AUTOMOBILE PLANT”

BEFORE

Too many KPIs
No alignment
High stress
Poor decisions

AFTER

8 clear KPIs
Strategy aligned
Real-time dashboards
Empowered employees

👉 Result:

Productivity ↑
Quality ↑
Engagement ↑

🎯 FINAL MASTER WORKSHEET (CAPSTONE)

Design Your PMS

Goal	KPI	Target	Owner	Frequency	Action Plan
Reduce defects	Defect %	<2%	QA Head	Daily	Training

💡 FINAL TAKEAWAY (FROM PDF + STORY)

“Performance management is not about measuring more…
It is about managing better through integration and alignment.”

🐟 THE JAPANESE FISHERMEN STORY

“Why Performance Dies Without Challenge”

🌊 SCENE 1: THE PROBLEM – LOSING FRESHNESS

📖 Story

Japanese people love fresh fish.

But over time:

Nearby waters had fewer fish
Fishermen had to travel far into the ocean

👉 The problem:

By the time they returned…
The fish were no longer fresh

🧠 LEARNING

Time + distance without energy = loss of performance

❄️ SCENE 2: FIRST SOLUTION – FREEZERS

📖 Story

Fishermen introduced:

Freezers ❄️

👉 Result:

Fish preserved
But taste changed

Customers rejected it.

🧠 LEARNING

👉 Preserving performance is not the same as maintaining quality

🐠 SCENE 3: SECOND SOLUTION – FISH TANKS

📖 Story

Next solution:

Keep fish alive in tanks

👉 But:

Fish stopped moving
Became dull and inactive

Even though alive… they were not fresh

🧠 LEARNING

Activity = Life
Inactivity = Decline

🦈 SCENE 4: THE BREAKTHROUGH – THE SHARK

📖 Story

Finally, they did something unusual:

👉 They added a small shark to the tank

Yes, a few fish were eaten
But the rest stayed:

Active
Alert
Energetic

👉 Result:

Fish arrived fresh and lively

Because they were constantly challenged

🧠 CORE INSIGHT

Challenge creates energy
Comfort creates decline

🏭 CONNECTION TO PERFORMANCE MEASUREMENT SYSTEM (PMS)

🎭 STORY: “THE COMFORTABLE AUTOMOBILE PLANT”

At a car manufacturing plant:

Current Situation:

Employees meet targets easily
No stretch goals
Same routine daily

👉 Result:

Low innovation
Hidden inefficiencies
Declining engagement

🧠 THIS IS A “NO SHARK” SYSTEM

No challenge
No urgency
No growth

⚙️ PMS REINTERPRETED USING THE STORY

❌ TRADITIONAL PMS (FISH TANK WITHOUT SHARK)

Element	Reality
KPIs	Too easy
Targets	Static
Reviews	Routine
Behaviour	Passive

✅ HIGH-PERFORMANCE PMS (WITH “SHARK”)

Element	Improved System
KPIs	Challenging but achievable
Targets	Progressive
Reviews	Insight-driven
Behaviour	Proactive

🎮 WORKSHEET: “ADD THE SHARK”

📝 Exercise 1: Identify Comfort Zones

Role	Current KPI	Too Easy?	Add Challenge
Operator	50 units/hr	Yes	60 units/hr
QA	3% defects	Yes	1.5% defects

📝 Exercise 2: Healthy vs Unhealthy Pressure

Situation	Type	Why
Real-time dashboard	Healthy	Drives action
Micromanagement	Unhealthy	Creates stress

📝 Exercise 3: Design Your “Shark”

Area	Challenge Introduced	Expected Outcome
Production	Stretch targets	Higher output
Quality	Zero defect challenge	Better quality
HR	Skill certification	Growth

⚠️ IMPORTANT BALANCE

🧠 Not all sharks are good

Type of Shark	Impact
Too small	No impact
Too big	Fear & burnout
Right size	Growth & performance

🎯 FINAL MESSAGE FOR TRAINING

“People, like fish, become inactive in comfort zones…
They come alive in the presence of the right challenges.”

🚀 POWERFUL CLOSING STORY LINE

In your organization:

Without challenge → Employees become like tank fish
With pressure only → They become stressed
With the right challenge → They become high performers

💡 FINAL TAKEAWAY

👉 A great Performance Measurement System is not just about tracking…

It is about:

Creating meaningful challenge
Driving continuous improvement
Keeping people alive, active, and engaged

🎮 GAMIFIED ASSESSMENT STRUCTURE

🧠 Game Format

Participants divided into teams (4–6 members)
Each round = points-based challenge
Leaderboard maintained
Rewards: 🥇 “PMS Champion Team”

🧩 ROUND 1: KPI IDENTIFICATION CHALLENGE (20 mins)

🎯 Objective:

Identify correct KPIs for each role

📄 Sheet

Scenario	KPI Options	Correct KPI	Points
Assembly line slowdown	A. Revenue B. OEE C. Branding	- - - - - - - - - -	10
High employee exits	A. Attrition B. Cycle time C. Downtime	- - - - - - - - - -	10
Frequent machine breakdown	A. Downtime B. Sales C. ROI	- - - - - - - - - -	10

🏆 Scoring

Correct answer: +10
Wrong answer: 0

🎬 Bonus Question (Video-Based)

After showing a short clip from Moneyball:

👉 Question:
“What was the KPI that changed decision-making?”

Answer: Player efficiency / data-based selection

🏭 ROUND 2: SHOPFLOOR SIMULATION (30 mins)

🎯 Objective:

Analyze performance data & identify root cause

📄 Sheet

Scenario:

Metric	Target	Actual
Production/hr	60	45
Defect %	2%	6%
Downtime	5 min	20 min

🧠 Questions:

Which KPI is failing the most?
Root cause?
Suggest 2 corrective actions

🏆 Scoring

Correct analysis: +20
Strong solution: +20

🎯 ROUND 3: KPI ALIGNMENT GAME (30 mins)

🎯 Objective:

Align goals across levels

📄 Sheet

Match the following:

Company Goal	Plant KPI	Worker KPI
Increase profit	______	______
Improve quality	______	______

🧠 Hint:

Think top-down alignment

🏆 Scoring

Fully aligned answer: +30

🎲 ROUND 4: BUILD YOUR DASHBOARD (40 mins)

🎯 Objective:

Design a PMS dashboard

📄 Sheet Template

KPI	Target	Frequency	Owner	Visual (Graph/Chart)

🎨 Task:

Create:

1 Corporate dashboard
1 Shopfloor dashboard

🏆 Scoring Rubric

Criteria	Points
Relevance	10
Clarity	10
Practicality	10
Innovation	10

🎭 ROUND 5: ROLE PLAY – PMS REVIEW MEETING (40 mins)

🎯 Objective:

Experience real PMS discussions

🎬 Roles:

Plant Head
Production Manager
HR Manager
Shopfloor Supervisor

📄 Scenario:

Production down by 15%
High defects
Worker absenteeism

🧠 Task:

Conduct a review meeting

Identify issues
Present KPIs
Suggest actions

🏆 Scoring

Data usage: +10
Communication: +10
Problem-solving: +20

🎬 BONUS ROUND: MOVIE-BASED ANALYSIS (20 mins)

🎥 Clip Ideas:

3 Idiots → Wrong KPI pressure
Chak De India → Team performance
Ford v Ferrari → Performance vs constraints

📄 Questions:

What KPI was used?
Was it effective?
What would you change?

🏆 Scoring

Insight depth: +20

🧾 FINAL SCORE SHEET (FOR TRAINER)

Team	R1	R2	R3	R4	R5	Bonus	Total
Team A
Team B

🏅 CERTIFICATION LEVELS

Score	Title
90+	PMS Master 🏆
70–89	PMS Champion 🥇
50–69	PMS Performer 🥈
<50	PMS Learner

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Friday, April 10, 2026