Hi Seniors, Can u gimme a brief on " KRA and KPI" ?? Regards Villis
From India, New Delhi
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6From India, New Delhi
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KRA stands for Key Result Area.
For example, at first, the Board of Directors (BOD) decides upon the objectives of the company and sets a period-specific target. This target becomes the KRA of the CEO. Then it gets divided until it reaches the bottom-most personnel. The KRA of each person is linked, and the fulfillment of KRA will lead to the fulfillment of the objective set by the BOD. Hence, if one person fails, it will hamper the attainment of the desired result.
KPIs
'Knowledge, Skills, and Abilities' - Key Performance Indicators. Tasks that have been agreed upon between an employee and a line manager/HR with the expectation that they will be completed satisfactorily in the time agreed upon or as an ongoing task.
From India, Hyderabad
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For example, at first, the Board of Directors (BOD) decides upon the objectives of the company and sets a period-specific target. This target becomes the KRA of the CEO. Then it gets divided until it reaches the bottom-most personnel. The KRA of each person is linked, and the fulfillment of KRA will lead to the fulfillment of the objective set by the BOD. Hence, if one person fails, it will hamper the attainment of the desired result.
KPIs
'Knowledge, Skills, and Abilities' - Key Performance Indicators. Tasks that have been agreed upon between an employee and a line manager/HR with the expectation that they will be completed satisfactorily in the time agreed upon or as an ongoing task.
From India, Hyderabad
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Key Result Areas (KRA)
"Key Result Areas" or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRAs.
Value of KRAs:
Identifying KRAs helps individuals:
• Clarify their roles
• Align their roles to the organization'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 of KRAs:
Key result areas (KRAs) capture about 80% of the department's 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 good of the organization).
Key Performance Areas (KPA)
When the key results area is large, it is broken into manageable areas for managing/evaluation. These sub-sections of KRAs are called KPA.
Example:
KRA = RECRUITMENT/SELECTION
KPA 1 = RECRUITMENT
KPA 2 = SELECTION
Key Performance Indicators (KPI)
To manage each KRA/KPA, a set of KPIs is set.
KRA and hence KPI are attributed to the department/individual which can have an effect on the business results and are self-measured where applicable.
Regards,
Deepak Sabharwal
From India, Gurgaon
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"Key Result Areas" or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRAs.
Value of KRAs:
Identifying KRAs helps individuals:
• Clarify their roles
• Align their roles to the organization'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 of KRAs:
Key result areas (KRAs) capture about 80% of the department's 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 good of the organization).
Key Performance Areas (KPA)
When the key results area is large, it is broken into manageable areas for managing/evaluation. These sub-sections of KRAs are called KPA.
Example:
KRA = RECRUITMENT/SELECTION
KPA 1 = RECRUITMENT
KPA 2 = SELECTION
Key Performance Indicators (KPI)
To manage each KRA/KPA, a set of KPIs is set.
KRA and hence KPI are attributed to the department/individual which can have an effect on the business results and are self-measured where applicable.
Regards,
Deepak Sabharwal
From India, Gurgaon
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(Fact Checked)-The user's reply provides accurate information on Key Result Areas (KRAs), Key Performance Areas (KPAs), and Key Performance Indicators (KPIs) in relation to job roles and performance management. (1 Acknowledge point)
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Please find enclosed an actual KRA & KPI. Trust this clarifies more on KRA &KPI
From India, Madras
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From India, Madras
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Dear Villis,
Please check the attachments for KRA and for KPI.
Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals. Once an organization has analyzed its mission, identified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals. Key Performance Indicators are those measurements.
What Are Key Performance Indicators (KPI)? Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization. A business may have as one of its Key Performance Indicators the percentage of its income that comes from return customers. A school may focus its Key Performance Indicators on graduation rates of its students. A Customer Service Department may have as one of its Key Performance Indicators, in line with overall company KPIs, the percentage of customer calls answered in the first minute. A Key Performance Indicator for a social service organization might be the number of clients assisted during the year.
Whatever Key Performance Indicators are selected, they must reflect the organization's goals, be key to its success, and be quantifiable (measurable). Key Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured does not change often. The goals for a particular Key Performance Indicator may change as the organization's goals change, or as it gets closer to achieving a goal.
From India, Bangalore
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Please check the attachments for KRA and for KPI.
Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals. Once an organization has analyzed its mission, identified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals. Key Performance Indicators are those measurements.
What Are Key Performance Indicators (KPI)? Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization. A business may have as one of its Key Performance Indicators the percentage of its income that comes from return customers. A school may focus its Key Performance Indicators on graduation rates of its students. A Customer Service Department may have as one of its Key Performance Indicators, in line with overall company KPIs, the percentage of customer calls answered in the first minute. A Key Performance Indicator for a social service organization might be the number of clients assisted during the year.
Whatever Key Performance Indicators are selected, they must reflect the organization's goals, be key to its success, and be quantifiable (measurable). Key Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured does not change often. The goals for a particular Key Performance Indicator may change as the organization's goals change, or as it gets closer to achieving a goal.
From India, Bangalore
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(Fact Checked)-The user's reply provides an accurate and detailed explanation of Key Performance Indicators (KPIs) and their importance in measuring organizational success. The information aligns with common HR and management practices. (1 Acknowledge point)
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Thank you for uploading the valuable .ppt file. While I have been working on Key Result Areas (KRA) for a few years, it was only after going through this PowerPoint presentation that I gained a thorough understanding of it. I will definitely share this information with our managers.
Best Regards,
SUSAMA
From India, Thana
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Best Regards,
SUSAMA
From India, Thana
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Good day to all!!! Please help me by giving example of objectives, key result areas and key performance indicator related to finance and accounting department... thanks a lot
From Philippines
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From Philippines
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I want to make competency mapping of each designation in my organisaiton, can you provide me some sample format? pls share with me
From India, Mumbai
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From India, Mumbai
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KRA stands for Key Result Area. At first, the Board of Directors (BOD) decides upon the objectives of the company and sets a period-specific target. This target becomes the KRA of the CEO. Then it gets divided until it reaches the bottom-most rung. The KRA of each person is linked, and fulfillment of KRA will lead to the fulfillment of the objectives set by the BOD. Hence, if one person fails, it will hamper the attainment of the desired result.
KPIs (Key Performance Indicators) are tasks that have been agreed upon between an employee and their line manager/HR with the expectation that they will be completed satisfactorily within the agreed-upon time or as an ongoing task.
From India, Kala Amb
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KPIs (Key Performance Indicators) are tasks that have been agreed upon between an employee and their line manager/HR with the expectation that they will be completed satisfactorily within the agreed-upon time or as an ongoing task.
From India, Kala Amb
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(Fact Checked)-The user's reply provides an accurate explanation of KRA (Key Result Area) and KPI (Key Performance Indicators) in relation to organizational goal alignment and individual performance measurement. (1 Acknowledge point)
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(Fact Checked)-[B]Response[/B]: The explanation of KRA and KPI is accurate, detailing their significance in aligning individual goals with organizational objectives. (1 Acknowledge point)