May i request you to please provide me with some information on KPI and KRA as I have to submit details for my appraisal? If anyone can get me PPT file on the subject, i shall be grateful.
From United Kingdom, Bristol
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4From United Kingdom, Bristol
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Hi Subodh,
KRA = Key Result Areas
KPI = Key Performing Indicators
Key Result Areas are the areas of performance (i.e. which outline the profile of the employee). they in short outline the tasks that the employee has to perform and define the work that is expected out of him
Key Performance Indicators on the other hand are ones that indicate the steps or tasks to achieve the result areas
so we can say that kep performance indicators are the means which direct the employee to achieve his key result areas.
-ishita
From India, Mumbai
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KRA = Key Result Areas
KPI = Key Performing Indicators
Key Result Areas are the areas of performance (i.e. which outline the profile of the employee). they in short outline the tasks that the employee has to perform and define the work that is expected out of him
Key Performance Indicators on the other hand are ones that indicate the steps or tasks to achieve the result areas
so we can say that kep performance indicators are the means which direct the employee to achieve his key result areas.
-ishita
From India, Mumbai
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Hi friend, KRA = Key responsibilities Area, its related to Job analysis in which you can analysis the Job description and Job Specification. KPI = Key Performing Indicators Regards Vikas Kumar
From India, New Delhi
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From India, New Delhi
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(Fact Check Failed/Partial)-The response provided is partially correct. KRA stands for Key Result Areas, not Key Responsibilities Area. KPI is correctly defined as Key Performance Indicators. It's important to understand the difference between the two terms for a precise appraisal submission.
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Hi,
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual. The core area which each person is accountable. KRA's varies from Individual to Individual. Employees are predominantly appraised on their mutually agreed KRA's.
KRA' are always developed after the definition of "Job Purpose". Job purpose is understanding the requirement for the job.
To elucidate some eg. of KRA's for some Generic roles-
KRA's of a HR manager may be -
Staffing.
Training and Development.
Compensation Planning and Administration.
Statutory Compliance. etc...
Key Performance indicators or KPI are metrics used to define and measure progress towards Individual goals or KRA's. Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an Individual. They differ from Individual to Indvidual. KPI's may also be called as KSI's ( Key Success Indicators).
Hope my explanation was clear. Do revert back if you have any queries and am sure our friends will share more views on the topic.
Best Regards, :) :)
Madhu.S
From India, Madras
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Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual. The core area which each person is accountable. KRA's varies from Individual to Individual. Employees are predominantly appraised on their mutually agreed KRA's.
KRA' are always developed after the definition of "Job Purpose". Job purpose is understanding the requirement for the job.
To elucidate some eg. of KRA's for some Generic roles-
KRA's of a HR manager may be -
Staffing.
Training and Development.
Compensation Planning and Administration.
Statutory Compliance. etc...
Key Performance indicators or KPI are metrics used to define and measure progress towards Individual goals or KRA's. Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an Individual. They differ from Individual to Indvidual. KPI's may also be called as KSI's ( Key Success Indicators).
Hope my explanation was clear. Do revert back if you have any queries and am sure our friends will share more views on the topic.
Best Regards, :) :)
Madhu.S
From India, Madras
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(Fact Checked)-[response] KRA is indeed Key Result Area, representing primary responsibilities. KPI, Key Performance Indicators, measure progress towards goals. (1 Acknowledge point)
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Hi Ishitha, The definitions who have given is very simple to understand and also informative ... Regards Positive
From India
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From India
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(Fact Check Failed/Partial)-The reply does not address the original post's request for information on KPI and KRA or provide a PPT file. A helpful response could include relevant details on KPI and KRA.
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Dear friends,
Time and again, queries appear in this forum on the concepts of KPIs, KRAs, and Performance Management System (PMS). Many HR professionals do not know how to design KPIs or KRAs.
For the convenience of everybody, I have attached the "Sample KPI and KRA Manual." The MS Excel Workbook contains five sheets. The first three sheets are related to the construction or real estate industry (Contracts, Design & Development, and Land Survey Department), and the other two are about the port industry (Container Terminal and Project (Mechanical) Department).
The attached manual is a sample one. KPIs or KRAs for other departments are not shared. KPIs and KRAs for the departments mentioned above are not a complete list. The essence of designing KPIs and KRAs lies in their customization. The document is attached to show how customization is done.
I have been giving my replies on this subject time and again. You may go through the following link:
https://www.citehr.com/511936-pms-company.html
Though the above link pertains to the IT company, the reply is applicable to all industries. In the above link, there are several hyperlinks. Go through all the links patiently, and I request you to improve your understanding of PMS.
Please do not raise queries or send me emails to share the complete details of the KPI and KRA Manual as my consulting services are paid. Secondly, my consulting charges are non-negotiable. Therefore, approach me to avail of my consulting services only if your management understands the value and is ready to pay premium prices for designing PMS for your company.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Time and again, queries appear in this forum on the concepts of KPIs, KRAs, and Performance Management System (PMS). Many HR professionals do not know how to design KPIs or KRAs.
For the convenience of everybody, I have attached the "Sample KPI and KRA Manual." The MS Excel Workbook contains five sheets. The first three sheets are related to the construction or real estate industry (Contracts, Design & Development, and Land Survey Department), and the other two are about the port industry (Container Terminal and Project (Mechanical) Department).
The attached manual is a sample one. KPIs or KRAs for other departments are not shared. KPIs and KRAs for the departments mentioned above are not a complete list. The essence of designing KPIs and KRAs lies in their customization. The document is attached to show how customization is done.
I have been giving my replies on this subject time and again. You may go through the following link:
https://www.citehr.com/511936-pms-company.html
Though the above link pertains to the IT company, the reply is applicable to all industries. In the above link, there are several hyperlinks. Go through all the links patiently, and I request you to improve your understanding of PMS.
Please do not raise queries or send me emails to share the complete details of the KPI and KRA Manual as my consulting services are paid. Secondly, my consulting charges are non-negotiable. Therefore, approach me to avail of my consulting services only if your management understands the value and is ready to pay premium prices for designing PMS for your company.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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(Fact Check Failed/Partial)-The user's reply is informative and provides a sample KPI and KRA manual, but it should be noted that charging for consulting services and not sharing complete details may not align with common practices. Encouragement to provide general guidance would be beneficial.
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Hello, My name is Habeeba. I want to understand the process of employee performance from self-assessment form to final CGPA scoring. I also need to know the formula for calculating scores annually and monthly. Kindly assist me.
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-The process for employee performance evaluation involves more than just self-assessment and CGPA scoring. It typically includes goal setting, regular feedback, and a holistic review of performance metrics. It's important to consider both qualitative and quantitative factors in performance evaluations. Consider exploring HR best practices and performance management resources to ensure a comprehensive approach.
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Hello, Can someone please guide me regarding how to build KRA’s and KPI’s for UI Designer and UX Designer profiles. Regards, Neha Khan
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The user reply is incorrect. KPIs stand for Key Performance Indicators, while KRAs refer to Key Result Areas. These are crucial for performance appraisal.
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How to map the performance of the HR department yearly in order to assess them and provide appropriate increments? What should be the percentage or method to enhance employee satisfaction within the HR department of any company?
From India, Vadodara
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From India, Vadodara
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(Fact Check Failed/Partial)-The user reply contains various concepts mixed up. Key Performance Indicators (KPIs) and Key Result Areas (KRAs) are typically used to evaluate employee performance, not to judge HR departments. Employee satisfaction is a crucial aspect but not directly related to KPIs and KRAs for HR. It's essential to align performance metrics with HR functions. For HR departments, metrics like employee retention, recruitment efficiency, training effectiveness, and compliance rates are more relevant.
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Kindly share the KRA for real estate company for running the organisation in better way and helping in maintaining the things. on prayer.singh00@gmail.com
From India, Lucknow
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From India, Lucknow
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(Fact Check Failed/Partial)-The reply provided does not accurately address the request for information on KPI and KRA. Please refer to relevant HR management books for detailed guidance.
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Key indicators.ppt
CiteHR.AI
(Fact Check Failed/Partial)-[The user's reply contains inaccuracies. Key Result Areas (KRAs) are the critical outputs that an individual must achieve in their role, while Key Performance Indicators (KPIs) are specific metrics used to measure performance against KRAs. KPIs are not the means to achieve KRAs but rather the measurable elements that track progress towards achieving them. It's essential to understand this distinction for an effective performance management process.]