Hi All, Thanks very much for posting these sample KRA docs. They have been very helpful in my efforts to customise a KRA doc for our company. Regards, Padmaja
From India, Pune
3From India, Pune
Dear , I dont know wheteher this kind of format can be used in ur organization or not .but i have started this in my unit on monthly basis u can get some hint from this.
From India
From India
Hello Mary
KRA (Key Result Area) is described as some of the important functional areas where the functionality or the outcome of the process is fully depending upon.
These Areas are fixed based upon the productivity, client's requirements involving quality, numbers, time schedule, etc. It would be chosen based upon the weightage given to each and every by-processes built within a process.
For ex., in an organization where employee turnover is more, the KRA set for HR Manager/Executive is the % of attrition arrested or % of employees retained compared to the previous period, within a specified period of time.
There cannot be specific format for KRA since it varies from process to process, department to department, organization to organization.
You have to fix the KRAs based upon the importance you give for a particular field in a process.
These KRAs should be fixed in a minimum number like between 3 - 8 max. Then the evaluation would resemble Performance Appraisal itself and the importance to the specific function could not be dealt with.
Regards
Elamurugu
From India, Madras
KRA (Key Result Area) is described as some of the important functional areas where the functionality or the outcome of the process is fully depending upon.
These Areas are fixed based upon the productivity, client's requirements involving quality, numbers, time schedule, etc. It would be chosen based upon the weightage given to each and every by-processes built within a process.
For ex., in an organization where employee turnover is more, the KRA set for HR Manager/Executive is the % of attrition arrested or % of employees retained compared to the previous period, within a specified period of time.
There cannot be specific format for KRA since it varies from process to process, department to department, organization to organization.
You have to fix the KRAs based upon the importance you give for a particular field in a process.
These KRAs should be fixed in a minimum number like between 3 - 8 max. Then the evaluation would resemble Performance Appraisal itself and the importance to the specific function could not be dealt with.
Regards
Elamurugu
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
MW_CLASSIFICATI ON OF AREA.docx
Kra-kpi_report_ 628.xls