What is do you mean by KRA’s. What is its relevant importance in job analysis and performance evaluation?
From India, Calcutta
From India, Calcutta
KRA means key result areas. It helps a lot in performance evaluation as it indicates clearly abt wat one is expected to do. so you can easily compare the cureent performance with one defined in kra........................................hope this helps you....................for more info plz revert
thanks n regards
kiran
From India, Mumbai
thanks n regards
kiran
From India, Mumbai
Hi, This topic has been in discussion in the forum quite a number of times....check the previous discussions..ou might even get a few presentations on the same. Neeti
From India, Mumbai
From India, Mumbai
The KRAs are considered to be a parameter for performance is mutually agreed upon by both appraisee and appraiser.
The KRAs are the activities/project/s which are assigned to an employee time to time and are essentially SMART.
It should be:
Specific -
Relevant-
Measurable -
Time-based-
Achievable-
KRA for a Recruitment Manager
- To determine necessary competence required for the job
- Provide manpower within 20 man days
- Maintain low cost in recruitment
- Maintain rapport with the consultants & hiring agencies.
- Intiate new policies in recruitment to ensure faste recruitment.
AS the first step to build KRAs for HR,
YOU must visit
YOUR COMPANY'S
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.
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Then review your own job description.
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UNDERSTAND THAT THE ,
KRA AND KPA
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA.
------------------------------------------
Value
Identifying KRAs helps individuals: • Clarify their roles • Align their roles to the organisation’s business or strategic plan • Focus on results rather than activities • Communicate their role’s purposes to others • Set goals and objectives • Prioritize their activities, and therefore improve their time/work management • Make value-added decisions
---------------------------------------------------
Description
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the griptionood of the organisation).
-----------------------------------------------------------
EXAMPLE
HR [ KRAs]
CORE KRAs
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/ DIVERSITY
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT AND RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
1The KRAs are the activities/project/s which are assigned to an employee time to time and are essentially SMART.
It should be:
Specific -
Relevant-
Measurable -
Time-based-
Achievable-
KRA for a Recruitment Manager
- To determine necessary competence required for the job
- Provide manpower within 20 man days
- Maintain low cost in recruitment
- Maintain rapport with the consultants & hiring agencies.
- Intiate new policies in recruitment to ensure faste recruitment.
AS the first step to build KRAs for HR,
YOU must visit
YOUR COMPANY'S
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.
----------------------------------------------------------------- --------------
Then review your own job description.
----------------------------------------------------------------- --------------
UNDERSTAND THAT THE ,
KRA AND KPA
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA.
------------------------------------------
Value
Identifying KRAs helps individuals: • Clarify their roles • Align their roles to the organisation’s business or strategic plan • Focus on results rather than activities • Communicate their role’s purposes to others • Set goals and objectives • Prioritize their activities, and therefore improve their time/work management • Make value-added decisions
---------------------------------------------------
Description
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the griptionood of the organisation).
-----------------------------------------------------------
EXAMPLE
HR [ KRAs]
CORE KRAs
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/ DIVERSITY
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT AND RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
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HR KRAs - 2007 (Final1).xls
KRAs AND GOALS FOR THE APPRAISAL PERIOD.doc