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Hi Swati,
I tried to develop an Excel sheet as an example. Please check the attachment. It's an example of an HR executive handling recruitment and other tasks. The total should not exceed 100%. The idea is to first divide the objectives into major business results, such as Recruitment, Organizational structure, Attrition, Retention, Analysis, etc. Then, divide these into sub-objectives, put the measures of performance (i.e., how we will measure), and assign the weightage.
This process has to be done at the beginning of the appraisal cycle. During the performance review, ratings have to be given. However, these elements are not included in the attachment; it's only KRA-related.
Others, please share your views and attach if there are other good methods. Obviously, there are various methods to accomplish this.
Regards,
From India, Mumbai
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I tried to develop an Excel sheet as an example. Please check the attachment. It's an example of an HR executive handling recruitment and other tasks. The total should not exceed 100%. The idea is to first divide the objectives into major business results, such as Recruitment, Organizational structure, Attrition, Retention, Analysis, etc. Then, divide these into sub-objectives, put the measures of performance (i.e., how we will measure), and assign the weightage.
This process has to be done at the beginning of the appraisal cycle. During the performance review, ratings have to be given. However, these elements are not included in the attachment; it's only KRA-related.
Others, please share your views and attach if there are other good methods. Obviously, there are various methods to accomplish this.
Regards,
From India, Mumbai
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Dear Swati,
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.
From India, Calcutta
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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.
From India, Calcutta
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Hi Folks,
I have been reading everybody's suggestions and comments for quite a long time. Unfortunately, I am not able to post threads as I am not a part of this group. If someone could please send me an invite, so that I can be a part of the group.
Regards,
Chitraa:icon1:
From India, Delhi
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I have been reading everybody's suggestions and comments for quite a long time. Unfortunately, I am not able to post threads as I am not a part of this group. If someone could please send me an invite, so that I can be a part of the group.
Regards,
Chitraa:icon1:
From India, Delhi
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???? I guess u already posted some info below. I dont think there is a seperate invitation for joining the group.
From India, Madras
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From India, Madras
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Dear Swati,
I have been following the post you mailed. I guess you must have received more or less all information regarding the same. I am attaching the KRA sheet we used for our PMS system. This will give you insight into KRA, KPI, targets for each KRA, and ways to measure each KRA. KPA and KPI more or less mean the same.
Once you decide on the KRA for the department, only then will you be able to break it down at an individual level. And don't get disheartened. It took me 3 months only to derive KRA for a group of 40 people. It is said that people will first oppose you, then they will fight with you, then they will laugh at you, and then you win.
All the best.
From India, Mumbai
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I have been following the post you mailed. I guess you must have received more or less all information regarding the same. I am attaching the KRA sheet we used for our PMS system. This will give you insight into KRA, KPI, targets for each KRA, and ways to measure each KRA. KPA and KPI more or less mean the same.
Once you decide on the KRA for the department, only then will you be able to break it down at an individual level. And don't get disheartened. It took me 3 months only to derive KRA for a group of 40 people. It is said that people will first oppose you, then they will fight with you, then they will laugh at you, and then you win.
All the best.
From India, Mumbai
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KPI is the unit of measurement given to KRA’S, you can also say weightage given to KRA’S.that is the only difference.
From China, Qinhuangdao
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From China, Qinhuangdao
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Dear Swathi,
I'm also on the way to prepare a comprehensive Smart Goals for my employer. Some days back, I posted Smart Goals for the HR Department for review by seniors on CiteHR. The same is attached for your information and review. Please note that I've almost completed my work, and within a few days, I'll upload the Smart Goals for a Group of Companies containing 8 SBUs and over 80 Job Categories with objectives, vision, mission statements, and SBU Organization Chart.
Looking forward to receiving your comments to improve my efficiency.
Thanks & Best Regards,
Syed Muhammad Alam
Oman
From Oman, Muscat
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I'm also on the way to prepare a comprehensive Smart Goals for my employer. Some days back, I posted Smart Goals for the HR Department for review by seniors on CiteHR. The same is attached for your information and review. Please note that I've almost completed my work, and within a few days, I'll upload the Smart Goals for a Group of Companies containing 8 SBUs and over 80 Job Categories with objectives, vision, mission statements, and SBU Organization Chart.
Looking forward to receiving your comments to improve my efficiency.
Thanks & Best Regards,
Syed Muhammad Alam
Oman
From Oman, Muscat
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Dear Ms.Swati Saxena,
Following is the earlier post on above topic by MR. Leo...
I felt it will help you... Have a nice time..
Thanks Mr. Leo.
Regards,
Vijay.
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
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 of KRAs
Key result areas (KRAs) capture about 80% of the department's 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).
================================================== ================
CORE KRAs of HR DEPARTMENT
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/
-DIVERSITY MANAGEMENT
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT
-INDUSTRIAL RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
============================================-=======
KRAs [ KEY RESULT AREAS are managed by
-KPAs [ KEY PERFORMANCE AREAS]
-KPIs [KEY PERFORMANCE INDICATORS]
===================================
KEY PERFORMANCE AREAS
These are the areas within the HR DEPARTMENT, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA/ KPAs, a set of KPI are set .
KRA and hence KPI is attributed to the department which
can have effect on the business results and is
self measured where applicable.
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS
KRAs/KPAs/ KPIs ARE GUIDED BY THE
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
FOR THE BUDGET PERIOD, WHICH IS USUALLY 12 MONTHS.
================================================== ======
HERE IS AN EXAMPLE, WHICH YOU CAN USE TO DEVELOP
OTHERS FOR YOUR ORGANIZATION.
CORPORATE OBJECTIVE / STRATEGY
-improve the company competitive positioning and productivity
by 10%.
HR DEPARTMENT'S OBJECTIVE
-Achieve high productivity level in all activities [ say by 10%]
-------------------------------------------------------
KRA 1
-RECRUITMENT/ SELECTION
KPA --RECRUITMENT
KPI ----reduce average time taken to fill vacancies by 15%
KPI ----reduce average cost per recruit by 10%
-------------------------------------------
KRA 2
-WORKPLACE MANAGEMENT
KPA -labour turnover
KPI ---reduce the labor turnover by 20%
KPI ----benchmark total HR COSTS externally.
------------------------------------------------
KRA 3
-SAFETY AND HEALTH WORKPLACE
KPA ---workplace accidents
KPI ----reduce workplace accidents by 10%
---------------------------------------------
KRA 4
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
KPA ----TRAINING
KPI --- ALL WORKFORCE below middle management should
receive a minimum of 4 days of training.
=========================================
THIS IS , ROUGHLY, HOW HR DEPARTMENTS
KRAs / KPAs / KPIs ARE SET , MONITORED AND
EVALUATED.
THIS CAN BE APPLIED TO ALL OTHER FUNCTIONAL
DEPARTMENTS LIKE MARKETING / SALES / PRODUCTION ETC.
From India, Bangalore
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Following is the earlier post on above topic by MR. Leo...
I felt it will help you... Have a nice time..
Thanks Mr. Leo.
Regards,
Vijay.
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
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 of KRAs
Key result areas (KRAs) capture about 80% of the department's 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).
================================================== ================
CORE KRAs of HR DEPARTMENT
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/
-DIVERSITY MANAGEMENT
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT
-INDUSTRIAL RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
============================================-=======
KRAs [ KEY RESULT AREAS are managed by
-KPAs [ KEY PERFORMANCE AREAS]
-KPIs [KEY PERFORMANCE INDICATORS]
===================================
KEY PERFORMANCE AREAS
These are the areas within the HR DEPARTMENT, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA/ KPAs, a set of KPI are set .
KRA and hence KPI is attributed to the department which
can have effect on the business results and is
self measured where applicable.
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS
KRAs/KPAs/ KPIs ARE GUIDED BY THE
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
FOR THE BUDGET PERIOD, WHICH IS USUALLY 12 MONTHS.
================================================== ======
HERE IS AN EXAMPLE, WHICH YOU CAN USE TO DEVELOP
OTHERS FOR YOUR ORGANIZATION.
CORPORATE OBJECTIVE / STRATEGY
-improve the company competitive positioning and productivity
by 10%.
HR DEPARTMENT'S OBJECTIVE
-Achieve high productivity level in all activities [ say by 10%]
-------------------------------------------------------
KRA 1
-RECRUITMENT/ SELECTION
KPA --RECRUITMENT
KPI ----reduce average time taken to fill vacancies by 15%
KPI ----reduce average cost per recruit by 10%
-------------------------------------------
KRA 2
-WORKPLACE MANAGEMENT
KPA -labour turnover
KPI ---reduce the labor turnover by 20%
KPI ----benchmark total HR COSTS externally.
------------------------------------------------
KRA 3
-SAFETY AND HEALTH WORKPLACE
KPA ---workplace accidents
KPI ----reduce workplace accidents by 10%
---------------------------------------------
KRA 4
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
KPA ----TRAINING
KPI --- ALL WORKFORCE below middle management should
receive a minimum of 4 days of training.
=========================================
THIS IS , ROUGHLY, HOW HR DEPARTMENTS
KRAs / KPAs / KPIs ARE SET , MONITORED AND
EVALUATED.
THIS CAN BE APPLIED TO ALL OTHER FUNCTIONAL
DEPARTMENTS LIKE MARKETING / SALES / PRODUCTION ETC.
From India, Bangalore
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Key process indicators or Key process areas represent the route or the process adopted to achieve the respective Key Result Area and are equally important as achieving the KRAs. One has to win a prize only after following the specified ethical/legal route or procedure.
Anand
From India, Delhi
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Anand
From India, Delhi
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(Fact Checked)-[response] The user reply provides a comprehensive explanation of Key Result Areas (KRAs) and Key Performance Areas (KPAs), aligning them with departmental objectives. It is accurate and informative. (1 Acknowledge point)