I am supposed to define the KPAs and KRAs of our employees. I have certain doubts related to the definitions of KPA, KRA, and KPI. Can anyone please explain the same with the help of examples.
Regards,
Surabhi
From Germany, Frankfurt Am Main
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9Regards,
Surabhi
From Germany, Frankfurt Am Main
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Hi Surbhi, I am new to cite hr and i have the required details by you but do not know how to atach file.
From India
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From India
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Sir, While posting you will see an option of attachment in it, click on the browse option for attaching your file. Regards Surabhi
From Germany, Frankfurt Am Main
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From Germany, Frankfurt Am Main
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Hi Surabhi,
I have some information about KPIs and KRAs.
KRA - Key Result Areas
Every position holds certain responsibilities; these responsibilities are called KRAs. You can define the roles of the individuals in a way that you will be able to identify the KRAs.
KPI - is basically used to monitor performance.
It measures how much an individual is able to achieve based on their responsibilities. For example, a Business Development Manager - how many clients they are able to acquire, or how much revenue they generate.
I hope you will find this information helpful.
Cheers!
From India, Delhi
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I have some information about KPIs and KRAs.
KRA - Key Result Areas
Every position holds certain responsibilities; these responsibilities are called KRAs. You can define the roles of the individuals in a way that you will be able to identify the KRAs.
KPI - is basically used to monitor performance.
It measures how much an individual is able to achieve based on their responsibilities. For example, a Business Development Manager - how many clients they are able to acquire, or how much revenue they generate.
I hope you will find this information helpful.
Cheers!
From India, Delhi
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Dear Friends,
Whatever idea I have regarding Key Performance Areas (KPAs), I am sharing here.
1) KPA stands for Key Performance Area.
2) KPAs should not exceed 4 or 5.
3) They represent the next step after an organization sets its objectives for the year.
Examples:
a) If the organization's objective is "Total Customer Delight," a Departmental KPA could be "Product Quality Improvement."
b) If the organization's objective is "Total Customer Delight," a Departmental KPA could be "Internal/External Customer Satisfaction."
c) If the organization's objective is "Total Customer Delight," a Departmental KPA could be "Timely Supply of Spares."
d) If the organization's objective is "Drive for establishing LEAN Manufacturing Concept," the Departmental KPA could be "Cost Reduction."
e) If the organization's objective is "Drive for establishing LEAN Manufacturing Concept," the Departmental KPA could be "Optimum Utilization of Resources throughout the Company."
4) Once the organization sets its goals, each department must align their KPAs accordingly and establish Key Result Areas (KRAs) for individual employees. It's important to note that regular duties are not considered KPAs. KPAs are additional tasks beyond an employee's routine responsibilities and should be SMART:
S = Specific
M = Manageable
A = Achievable
R = Realistic
T = Time-bound
I hope this provides you with a better understanding of KPAs.
Thanks,
Kishor
From India, Pune
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Whatever idea I have regarding Key Performance Areas (KPAs), I am sharing here.
1) KPA stands for Key Performance Area.
2) KPAs should not exceed 4 or 5.
3) They represent the next step after an organization sets its objectives for the year.
Examples:
a) If the organization's objective is "Total Customer Delight," a Departmental KPA could be "Product Quality Improvement."
b) If the organization's objective is "Total Customer Delight," a Departmental KPA could be "Internal/External Customer Satisfaction."
c) If the organization's objective is "Total Customer Delight," a Departmental KPA could be "Timely Supply of Spares."
d) If the organization's objective is "Drive for establishing LEAN Manufacturing Concept," the Departmental KPA could be "Cost Reduction."
e) If the organization's objective is "Drive for establishing LEAN Manufacturing Concept," the Departmental KPA could be "Optimum Utilization of Resources throughout the Company."
4) Once the organization sets its goals, each department must align their KPAs accordingly and establish Key Result Areas (KRAs) for individual employees. It's important to note that regular duties are not considered KPAs. KPAs are additional tasks beyond an employee's routine responsibilities and should be SMART:
S = Specific
M = Manageable
A = Achievable
R = Realistic
T = Time-bound
I hope this provides you with a better understanding of KPAs.
Thanks,
Kishor
From India, Pune
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Key performance indicators (KPI).doc
Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf