Hi To All Cite HR Members I want to know one thing... Is there is any Difference between : - Key Result Area (KRA) and Key Performance Area (KPA) Thanks dsv
From India, Delhi
44From India, Delhi
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. KRAs are also known as key work outputs (KWOs).
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 good of the organisation).
EXAMPLE
SALES [ KRAs]
-customer sales revenue
-customer servicing level
-merchandising
-accounts relationship
-key accounts / major accounts service
=======================================
KEY PERFORMANCE AREAS
These are the areas within the business unit, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA, a set of KPI are set .
KRA and hence KPI is attributed to the person who
can have effect on the business results and is
self measured where applicable.
EXAMPLE
SALES
-sales target [ 15%] growth
CUSTOMER SERVICE
-raise service index by 6%
WAREHOUSING
-improve picking/ packing rate by 7%
You can have many KRAs/KPIs but 3/5 is workable
at best.
HOPE THIS IS USEFUL TO YOU.
REGARDS/ HAPPY DIWALI
LEO LINGHAM
From India, Mumbai
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. KRAs are also known as key work outputs (KWOs).
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 good of the organisation).
EXAMPLE
SALES [ KRAs]
-customer sales revenue
-customer servicing level
-merchandising
-accounts relationship
-key accounts / major accounts service
=======================================
KEY PERFORMANCE AREAS
These are the areas within the business unit, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA, a set of KPI are set .
KRA and hence KPI is attributed to the person who
can have effect on the business results and is
self measured where applicable.
EXAMPLE
SALES
-sales target [ 15%] growth
CUSTOMER SERVICE
-raise service index by 6%
WAREHOUSING
-improve picking/ packing rate by 7%
You can have many KRAs/KPIs but 3/5 is workable
at best.
HOPE THIS IS USEFUL TO YOU.
REGARDS/ HAPPY DIWALI
LEO LINGHAM
From India, Mumbai
Hello all !
I was working as HR Executive in one of the MNC's in Pune, now, I am looking for a job and preparing for interviews, could anyone please tell me, what all the HR interview questions will be asked in interviews. Could someone please post the questions so that I can prepare for it.
Thanks in advance
I was working as HR Executive in one of the MNC's in Pune, now, I am looking for a job and preparing for interviews, could anyone please tell me, what all the HR interview questions will be asked in interviews. Could someone please post the questions so that I can prepare for it.
Thanks in advance
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Kra format.doc
Kra-kpi_report_ 628.xls
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