thanks for your inputs. brought out extreme clarity. i have another related query
what is the correlation or difference between KRA's and goals or KPA's and goals?
awaiting reply
Marianne
From India, Mumbai
what is the correlation or difference between KRA's and goals or KPA's and goals?
awaiting reply
Marianne
From India, Mumbai
Hi Leo,
Can u pls. help me in defining KRAs for Project Managers in Software Industry. Also my company gives an additional bonus to our project managers apart from their appraisal. We want to implement such a technique so that their would be no dispute between project managers regarding their bonus amount if fluctuates.
Thanks,
Swati
From India, New Delhi
6Can u pls. help me in defining KRAs for Project Managers in Software Industry. Also my company gives an additional bonus to our project managers apart from their appraisal. We want to implement such a technique so that their would be no dispute between project managers regarding their bonus amount if fluctuates.
Thanks,
Swati
From India, New Delhi
Obstacles in formulating KRAs & KPIs for the firm
Please give your valuable suggestions
My Management asked to draft KRA & KPIs for all existing deptts.
As Job Descriptions are mandatory for KRAs but all JDs need to be updated as per changing role & responsibility,
With JDs, first of all
1.Goals of the organization,
2.deptt's KRAs and then
3.Individual KRA & KPI should be formulated.
Please correct me if I am wrong.
And for formulation of the same I need to undersatand all deptt work flow through discussion with each deptt head.
Here I do have few queries please guide me for clarification:-
1. Is it possible to develop KRAs without deptts KRA ?
2. What is Key performance Area and how it is different from KRA & KPI?
3. The sequence of developing PMS is setting KRA,KPI and than Goals and than Deadlines.
What is the role of Goals here and how to set goals.
One more problem I am facing that line managers as well as top management is not interested to give time to discuss the same.
They just give me work to do but don’t cooperate.
And whatever JDs has been formulated by me are not upto the mark as per my understanding because of the lack of information provided to me by deptt. head.
As I analyzed that all employees doing lot of work than written in the jds.
So if I draft kRAs on the basis of JDs these would be inaccurat
From India
Please give your valuable suggestions
My Management asked to draft KRA & KPIs for all existing deptts.
As Job Descriptions are mandatory for KRAs but all JDs need to be updated as per changing role & responsibility,
With JDs, first of all
1.Goals of the organization,
2.deptt's KRAs and then
3.Individual KRA & KPI should be formulated.
Please correct me if I am wrong.
And for formulation of the same I need to undersatand all deptt work flow through discussion with each deptt head.
Here I do have few queries please guide me for clarification:-
1. Is it possible to develop KRAs without deptts KRA ?
2. What is Key performance Area and how it is different from KRA & KPI?
3. The sequence of developing PMS is setting KRA,KPI and than Goals and than Deadlines.
What is the role of Goals here and how to set goals.
One more problem I am facing that line managers as well as top management is not interested to give time to discuss the same.
They just give me work to do but don’t cooperate.
And whatever JDs has been formulated by me are not upto the mark as per my understanding because of the lack of information provided to me by deptt. head.
As I analyzed that all employees doing lot of work than written in the jds.
So if I draft kRAs on the basis of JDs these would be inaccurat
From India
Hi Frnds..The above post is given by Swathi.....Plz anyone can give suggestions to overcome the problem
From India
From India
Dear Leo Sir,
It is really very useful.
As i am working in the educational industry, and we are mostly in sales amd marketing. we are having various designation like branch manager, branch executive, event ececutive, counsellor admin ect working in the branch.
my boss has told me to do the KRA settings with the weightage for appraisal purpose of the above mentioned designation.
Can you please help me in the above matter and mail me details on my e-mail id
Regards
Kishor
9922948480
From India, Pune
It is really very useful.
As i am working in the educational industry, and we are mostly in sales amd marketing. we are having various designation like branch manager, branch executive, event ececutive, counsellor admin ect working in the branch.
my boss has told me to do the KRA settings with the weightage for appraisal purpose of the above mentioned designation.
Can you please help me in the above matter and mail me details on my e-mail id
Regards
Kishor
9922948480
From India, Pune
I am a Human Resources Manager in a Hospital reporting to the Human resources Director and I have 5 subordinates. As a human resources manager I need to develop a job Profile which should incude the Function, job responsibilities with clear key result areas; key performance areas and key performance indicators. Our hospital is new and I need help in this regard.
Thank you in advance for you kind assistance.
Regards
Bernard Moalusi
From Botswana, Gaborone
Thank you in advance for you kind assistance.
Regards
Bernard Moalusi
From Botswana, Gaborone
Hi Leo, Its a wonderful description.however,can you help with the KPI’s for all the function as you have disclosed for TRAINING AND DEVELOPMENT MANAGER Thanks & Regards Gaurav Vedak
From India, Bangalore
From India, Bangalore
Dear Leoin,
Thanks for giving such good things regarding KRA,
actually i was searching for a format KRA for sales manager & customer executive.
If you can guide me pls help me.
& this article is really marvels.......superb.
Regards,
Sapbru
From India, Bangalore
Thanks for giving such good things regarding KRA,
actually i was searching for a format KRA for sales manager & customer executive.
If you can guide me pls help me.
& this article is really marvels.......superb.
Regards,
Sapbru
From India, Bangalore
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