Hello,
I am doing my dissertation project on "How KRA and KPI can be aligned with organizational strategies for creating High Performance Work Systems". For this I need to prepare one Employee Perception Form. I thought of including folliwing things in that form-
I would be very glad to get your help.
Thanks,
Akhil
From Germany, Dresden
I am doing my dissertation project on "How KRA and KPI can be aligned with organizational strategies for creating High Performance Work Systems". For this I need to prepare one Employee Perception Form. I thought of including folliwing things in that form-
- The satisfaction level
- Their role alignment with the organisation and KRA-KPI
- Reward
- Their further suggestions
- Their contributions, etc
I would be very glad to get your help.
Thanks,
Akhil
From Germany, Dresden
Hi there,
Key Result Area (KRA) & Key Performance Indicator (KPI) are the same thing, Key Result Area (KRA) = focus on the end result of the objectives, Key Performance Indicator (KPI) Focus on the objectives irrespective to the how the are result . You can prepare KRA from KPI
KRA & KPI are formed from Organization overall objectives which are cascaded to departmental level up to individual level it’s a Top Bottom relationship this is how u make sure that its aligned with organization strategy
Overall Organisation Strategy cascaded to
Overall Departmental Objectives cascaded to
Departmental Heads Objectives cascaded to
Individual Objectives cascaded to
Individual Key Performance Indicator (KPI ) cascaded to
Individual Key Result Area (KRA )
Result
From Oman, Muscat
103Key Result Area (KRA) & Key Performance Indicator (KPI) are the same thing, Key Result Area (KRA) = focus on the end result of the objectives, Key Performance Indicator (KPI) Focus on the objectives irrespective to the how the are result . You can prepare KRA from KPI
KRA & KPI are formed from Organization overall objectives which are cascaded to departmental level up to individual level it’s a Top Bottom relationship this is how u make sure that its aligned with organization strategy
Overall Organisation Strategy cascaded to
Overall Departmental Objectives cascaded to
Departmental Heads Objectives cascaded to
Individual Objectives cascaded to
Individual Key Performance Indicator (KPI ) cascaded to
Individual Key Result Area (KRA )
Result
From Oman, Muscat
Dear Anayaat,
the flow given by you in your post is the ideal flow to set the individual KRA's
Overall Organisation Strategy cascaded to
Overall Departmental Objectives cascaded to
Departmental Heads Objectives cascaded to
Individual Objectives cascaded to
Individual Key Performance Indicator (KPI ) cascaded to
Individual Key Result Area (KRA )
could you please explain it through some live example??
From India, Delhi
the flow given by you in your post is the ideal flow to set the individual KRA's
Overall Organisation Strategy cascaded to
Overall Departmental Objectives cascaded to
Departmental Heads Objectives cascaded to
Individual Objectives cascaded to
Individual Key Performance Indicator (KPI ) cascaded to
Individual Key Result Area (KRA )
could you please explain it through some live example??
From India, Delhi
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Employee Appraisal Form new.doc