Hi,
Please provide the following information for the KPI appraisal form format and KPIs. Please consider the following KPIs:
5.1. Leadership
5.2. Integrity
5.3. Judgment
5.4. Sensitivity
5.5. Knowledge
5.6. Attitude
5.7. Skills
5.8. Community Relationship
5.9. Political Effectiveness
5.10. Board Relationship
5.11. Analyzing
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. Cooperation
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
You have to prepare the attribution for each performance indicator.
Thank you.
From India
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1Please provide the following information for the KPI appraisal form format and KPIs. Please consider the following KPIs:
5.1. Leadership
5.2. Integrity
5.3. Judgment
5.4. Sensitivity
5.5. Knowledge
5.6. Attitude
5.7. Skills
5.8. Community Relationship
5.9. Political Effectiveness
5.10. Board Relationship
5.11. Analyzing
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. Cooperation
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
You have to prepare the attribution for each performance indicator.
Thank you.
From India
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Thank you for all of your sharing. I wonder if you can help me to clarify the link between KPI and Balanced Scorecards. Is it the same purpose? I am rather confused on this matter.
Do you have KPI examples for a Policy Administration position within the Insurance Industry? Please share some samples with me.
Thanks very much.
From Vietnam, Ho Chi Minh City
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Do you have KPI examples for a Policy Administration position within the Insurance Industry? Please share some samples with me.
Thanks very much.
From Vietnam, Ho Chi Minh City
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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
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“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
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Hello everyone, please shed some light on this topic. Are the KRAs the same for a department? Will the KRAs for the training department differ from those of the recruitment department? Will the KRAs for a GM be the same as those for an AGM within a department? How do KRAs differ from individual objectives?
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-The KRAs can vary by department and position. KRAs for different departments and roles will differ based on their specific functions and responsibilities. (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-The user's reply provides accurate information on Key Result Areas (KRAs), Key Performance Areas (KPAs), and Key Performance Indicators (KPIs) and their significance in performance management. (1 Acknowledge point)