Dear Jerry Anthony,
This post is on the MS Excel Workbook that you have shared. I have gone through the contents of the first worksheet and found glaring anomalies. These are as below:
a) Column B has the heading "KRA/KPI". This is incorrect as the heading implies that KRA and KPI are the same, which is not the case.
b) Some of the performance standards are not measurable at all, yet they are being passed off as measurable.
c) The formula to calculate "Result" should be [(target/actual)*weight]*100. In the first example, since the target was equal to actual, the calculation error was nullified. However, in the second example, since the proper formula was not used, the score is coming to 30% instead of 60%. This would be a gross injustice to the employee.
Do you use this worksheet in your company, or have you downloaded it from somewhere and uploaded it to this forum?
I have provided consulting services to establish a comprehensive Performance Management System (PMS). I am writing this post based on my experience in providing consulting services to several companies.
Thanks,
Dinesh Divekar
From India, Bangalore
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8227This post is on the MS Excel Workbook that you have shared. I have gone through the contents of the first worksheet and found glaring anomalies. These are as below:
a) Column B has the heading "KRA/KPI". This is incorrect as the heading implies that KRA and KPI are the same, which is not the case.
b) Some of the performance standards are not measurable at all, yet they are being passed off as measurable.
c) The formula to calculate "Result" should be [(target/actual)*weight]*100. In the first example, since the target was equal to actual, the calculation error was nullified. However, in the second example, since the proper formula was not used, the score is coming to 30% instead of 60%. This would be a gross injustice to the employee.
Do you use this worksheet in your company, or have you downloaded it from somewhere and uploaded it to this forum?
I have provided consulting services to establish a comprehensive Performance Management System (PMS). I am writing this post based on my experience in providing consulting services to several companies.
Thanks,
Dinesh Divekar
From India, Bangalore
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How to evaluate the performance of staff. Any Template?
From India, New Delhi
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From India, New Delhi
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Can any one help me out to create or share Project Manager KRA & KPI with weightage.
From India, Coimbatore
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From India, Coimbatore
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Hi All, Please help me to make KRA’s for Sales, Accounts, Service department etc. Would highly appreciate it if can be shared promptly. Regards Dipti
From India, New Delhi
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From India, New Delhi
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KRA stands for Key Responsibility Areas. These are defined as the specific areas in a job profile an employee is expected to work on. It is a fixed outline for each job position that acts as a scope for the employee. It is a description of the job profile designed by the organization. A description of some of the most important duties of the employee's role and how it serves the organization's strategic goals/objectives.
KRA stands for Key Result Area, and KPI stands for Key Performance Indicator. Both of these metrics are important measures for efficiency in an organization. KPI denotes a quantifiable metric for a defined objective/set goal.
From India, Madras
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KRA stands for Key Result Area, and KPI stands for Key Performance Indicator. Both of these metrics are important measures for efficiency in an organization. KPI denotes a quantifiable metric for a defined objective/set goal.
From India, Madras
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There is a ton of stuff on KRAs already posted here on CiteHR by other members.
It is a regularly asked question, over and over again.
Please use the search facility located at the top of the page next to the CiteHR logo.
From Australia, Melbourne
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It is a regularly asked question, over and over again.
Please use the search facility located at the top of the page next to the CiteHR logo.
From Australia, Melbourne
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GOOD MORNING CAN I GET A BRIEF 3to 4 KRA Indicators for various departments? Please send on geethikag1973@gmail.com
From India
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From India
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Aas-Consultancy See my post above. Use the search facility to find material that will help you write your indicators.
From Australia, Melbourne
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From Australia, Melbourne
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I fill KRA SO PLEASE HELP ME I AM WORKING IN MANUFACTURING INDUSTRY
From India, Pune
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From India, Pune
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I am the owner of an accounting outsourcing company. I want to set up KRA/KPI for all employees of all levels. I have the set of KRA (roles & responsibilities) of all employees but am still not able to set KPI. I had found some KPIs below but not sure if they are correct or not.
- Time Utilization
- Quality of work/task assigned
- TAT (Turnaround Time)
The above three basic KPIs I had found, but I need them to be more detailed. We have three hierarchy levels: 1. Junior Accountant, 2. Staff Accountant, 3. Team Leader. What can be the KPIs to assess the employees' performance? Suggestions and help are needed.
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- Time Utilization
- Quality of work/task assigned
- TAT (Turnaround Time)
The above three basic KPIs I had found, but I need them to be more detailed. We have three hierarchy levels: 1. Junior Accountant, 2. Staff Accountant, 3. Team Leader. What can be the KPIs to assess the employees' performance? Suggestions and help are needed.
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