hey the format of KRA that you have submitted is useful, but could u plz let me know which sector could it be used for?
From India, Mumbai
From India, Mumbai
hey rajani, the format you have attached is useful but could you let me know which sector can it be applied to...
From India, Mumbai
From India, Mumbai
Dear Mani ,
Hi!!
KRA stands for Key Result Areas . These are the tasks / core responsibilities which an employee has to perform as per his role specifications . There may be a number of KRAs assigned to a perticular role/ position but the weightage assigned to each may or may not vary depending upon the criticality of each KRAs. If we go in details then each KRA must also be specified with the action plan in order to accomplish that task. The KRAs may be qualitative or quantitative depending upon the various aspects of the job on which it may have its implication !.e Financial aspect, customer aspect etc..
Recently the practise is to quantify the KRAs so that it becomes easy to measure the productivity of an employee and also all this goes in review of an employee's performance during the appraisal cycle of a company. KRAs of an employee may change and as per the change in targets / goal setting which may be monthly/ quarterly or even biannual depending upon the target setting of the business .
Individual KRAs of a person cascades from the business planning. KRAs of each member of a team cascades from the KRAs of the reporting manager/ Lead . KRAs of all the Leads has been cascaded from the the KRAs of the functional Head( Designation/ nomenclature of position may vary from company to company) and so on.
KRA always cascades from Top to bottom.
Regards
Anand
From India, Mumbai
1Hi!!
KRA stands for Key Result Areas . These are the tasks / core responsibilities which an employee has to perform as per his role specifications . There may be a number of KRAs assigned to a perticular role/ position but the weightage assigned to each may or may not vary depending upon the criticality of each KRAs. If we go in details then each KRA must also be specified with the action plan in order to accomplish that task. The KRAs may be qualitative or quantitative depending upon the various aspects of the job on which it may have its implication !.e Financial aspect, customer aspect etc..
Recently the practise is to quantify the KRAs so that it becomes easy to measure the productivity of an employee and also all this goes in review of an employee's performance during the appraisal cycle of a company. KRAs of an employee may change and as per the change in targets / goal setting which may be monthly/ quarterly or even biannual depending upon the target setting of the business .
Individual KRAs of a person cascades from the business planning. KRAs of each member of a team cascades from the KRAs of the reporting manager/ Lead . KRAs of all the Leads has been cascaded from the the KRAs of the functional Head( Designation/ nomenclature of position may vary from company to company) and so on.
KRA always cascades from Top to bottom.
Regards
Anand
From India, Mumbai
Dear Akhil, In your posting KRA is given correctly but not KPI. KPI is "Key Perfromance Indicators" Please provide correct meanings to readers Regards Shyam Kumar
From India, Ernakulam
From India, Ernakulam
I don't know, now I feel I had wrong notion about KRA (Key Result Areas). I thought KRA meant The Areas that impct the business performance and devised KPI (Key Performance Indicators) based on the business processes that impact the business performance directly. Kindly help me to rectify my concept.
From Bhutan, Phuntsholing
From Bhutan, Phuntsholing
I don't know, now I feel I had wrong notion about KRA (Key Result Areas). I thought KRA meant The Areas that impact the business performance and devised KPI (Key Performance Indicators) based on the business processes that impact the business performance directly. Kindly help me to rectify my concept.
From Bhutan, Phuntsholing
From Bhutan, Phuntsholing
Hi Rave,
First you need to identify the Job purpose. Suppose you are hiring a Finance guy( Manager Finance) in your company.Before hiring you would have decided a role for him.You will have to do Job analysis and find out the purpose of hiring the Finance Manager. why this particular position is required in the company and what set of responsibilities he will be handling as a Finance Manager. e.g. Invoicing, billing..... you can keep it under Sales Accounting.
Likewise you can set the KRAs for other positions. KRAs for different positions and levels would differ from each other as each role has its own purpose in the company.
Best regards,
Manish Kujur
Sr. Executive HR
Solutions|Digitas
From India, New Delhi
First you need to identify the Job purpose. Suppose you are hiring a Finance guy( Manager Finance) in your company.Before hiring you would have decided a role for him.You will have to do Job analysis and find out the purpose of hiring the Finance Manager. why this particular position is required in the company and what set of responsibilities he will be handling as a Finance Manager. e.g. Invoicing, billing..... you can keep it under Sales Accounting.
Likewise you can set the KRAs for other positions. KRAs for different positions and levels would differ from each other as each role has its own purpose in the company.
Best regards,
Manish Kujur
Sr. Executive HR
Solutions|Digitas
From India, New Delhi
ISN’T KPI "KEY PERFORMANCE INDICATORS". this seems more relevant to hr than key production interest. thanx
From Pakistan, Lahore
From Pakistan, Lahore
Mr.alwar,
You have written a caption is superb and fabulous. I hope that the company is getting loses means you can easily say that there is no proper HR activites implentation. This is absolutely correct and proved. My feeling is now a days developing companies are begining they are maintaining without proper HR then they are realising to take hr persons so they are understanding after some time the problem of HR. This is my personal experience if it wrong please pardon me, my City HR team.
Thanks and Regards,
From Bahrain
You have written a caption is superb and fabulous. I hope that the company is getting loses means you can easily say that there is no proper HR activites implentation. This is absolutely correct and proved. My feeling is now a days developing companies are begining they are maintaining without proper HR then they are realising to take hr persons so they are understanding after some time the problem of HR. This is my personal experience if it wrong please pardon me, my City HR team.
Thanks and Regards,
From Bahrain
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Kra format.doc