HI .........
Please give following information for KPI apprisal form format and
KPI's and please consider following KPI's
5.1. Leadership
5.2. Intregity
5.3. Judgement
5.4. Sensitivity
5.5. Knowledge
5.6. Attitude
5.7. Skills
5.8. Community Relatioship
5.9. Political Effectiveness
5.10. Board Relationship
5.11.Analysing
5.12.Interpreting
5.13.Creating
5.14.Creating
5.15. Conceptualizing
5.16. Organizing
5.17. Execution
5.18. Enterprising
5.19. Deciding
5.20. Supporting
5.21. Co-operation
5.22. Interacting
5.23. Presenting
5.24. Adapting
5.25. Coping
5.26. Financial Strategic Ability
5.27. Process Innovation
5.28. People Related Strategies
5.29. Superior Opinion
5.30. Peer's Opinion
5.31. Subordinate Opinion
5.32. Internal Customer
5.33. Health
Your have to prepare the attribution for each performance indicator..........
Thanks you...........
From India
1Please give following information for KPI apprisal form format and
KPI's and please consider following KPI's
5.1. Leadership
5.2. Intregity
5.3. Judgement
5.4. Sensitivity
5.5. Knowledge
5.6. Attitude
5.7. Skills
5.8. Community Relatioship
5.9. Political Effectiveness
5.10. Board Relationship
5.11.Analysing
5.12.Interpreting
5.13.Creating
5.14.Creating
5.15. Conceptualizing
5.16. Organizing
5.17. Execution
5.18. Enterprising
5.19. Deciding
5.20. Supporting
5.21. Co-operation
5.22. Interacting
5.23. Presenting
5.24. Adapting
5.25. Coping
5.26. Financial Strategic Ability
5.27. Process Innovation
5.28. People Related Strategies
5.29. Superior Opinion
5.30. Peer's Opinion
5.31. Subordinate Opinion
5.32. Internal Customer
5.33. Health
Your have to prepare the attribution for each performance indicator..........
Thanks you...........
From India
Thank you for all of your sharing. I wonder if you can help me to clarify the link between KPI with Balance score cards. is it the same purpose ? I am rather confused on this matter.
Do you have KPI for Policy admin position that is used to be in Insurance Industry ? Please share with me the samples. Thanks very much.
From Vietnam, Ho Chi Minh City
Do you have KPI for Policy admin position that is used to be in Insurance Industry ? Please share with me the samples. Thanks very much.
From Vietnam, Ho Chi Minh City
Key Result Areas [KRA]
“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 organization’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 organization).
Key Performance Areas [KPA]
When the key results area is large, it is broken into manageable areas for managing/ evaluation.
these sub-sections of KRAs are called KPA
Example:
KRA = RECRUITMENT/ SELECTION
KPA 1= RECRUITMENT
KPA 2 = SELECTION
Key Performance Indicators [KPI]
To manage each KRA/ KPAs, a set of KPI are set.
KRA and hence KPI is attributed to the department /INDIVIDUAL which can have effect on the business results and is self measured where applicable.
From India, Gurgaon
“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 organization’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 organization).
Key Performance Areas [KPA]
When the key results area is large, it is broken into manageable areas for managing/ evaluation.
these sub-sections of KRAs are called KPA
Example:
KRA = RECRUITMENT/ SELECTION
KPA 1= RECRUITMENT
KPA 2 = SELECTION
Key Performance Indicators [KPI]
To manage each KRA/ KPAs, a set of KPI are set.
KRA and hence KPI is attributed to the department /INDIVIDUAL which can have effect on the business results and is self measured where applicable.
From India, Gurgaon
hello evryone
please throw some light ont this topic
Are the KRAs same for a department, as in will the kRAs for the training department and the recruitment department be different or not?
will the KRAs for a GM and for an AGM will be the same or not in a department?
how are KRAS different from indivdual objectives ?
From India, Mumbai
please throw some light ont this topic
Are the KRAs same for a department, as in will the kRAs for the training department and the recruitment department be different or not?
will the KRAs for a GM and for an AGM will be the same or not in a department?
how are KRAS different from indivdual objectives ?
From India, Mumbai
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HR KRAs - 2007 (Final1).xls
KRAs AND GOALS FOR THE APPRAISAL PERIOD.doc