Dear Vatsal Nama,
Most importantly, you need to improve your understanding of what KPIs and KRAs are. Office ethics, and attendance cannot be KRAs as such.
I have posted my reply in Sl No 3. It has several hyperlinks. Go through all and improve your understanding.
Thanks,
Dinesh Divekar
From India, Bangalore
7884Most importantly, you need to improve your understanding of what KPIs and KRAs are. Office ethics, and attendance cannot be KRAs as such.
I have posted my reply in Sl No 3. It has several hyperlinks. Go through all and improve your understanding.
Thanks,
Dinesh Divekar
From India, Bangalore
Hello All, Can any one help out by sharing KRA for performance appraisal of Mechanical equipment designing employees. Suggestions thanks in advance
From India, Pune
From India, Pune
hello team, I need the KRA and KPI documents for the retail store manager, store executive, dispatcher, store cashier, and checker
From India
From India
Employees strength in the Service Segment of Healthcare Ecosystem constitutes to nearly two- third of the total Healthcare Industry.
Hospital combined with the Medical College is much more complex in the composition of varied skilled and experienced staff, poses a challenging situation for the HR department in structuring out a meaningfully measurable KRA for each and every staff in the dynamically complex organogram.
There's a need for a structured methodology or template for designing the Organogram with the details to the T, the basic structure for defining the JD and KRAs.
From India
Hospital combined with the Medical College is much more complex in the composition of varied skilled and experienced staff, poses a challenging situation for the HR department in structuring out a meaningfully measurable KRA for each and every staff in the dynamically complex organogram.
There's a need for a structured methodology or template for designing the Organogram with the details to the T, the basic structure for defining the JD and KRAs.
From India
Dear All,
Always have got solution on various topics by seniors on CiteHR
Need help on designing KRA for :
1) Lead Designer - (Mechanical Field)
2) Design Engineer
3) Draughtsman
4) CAD Designer
Suggestions are thankful in advance
From India, Pune
Always have got solution on various topics by seniors on CiteHR
Need help on designing KRA for :
1) Lead Designer - (Mechanical Field)
2) Design Engineer
3) Draughtsman
4) CAD Designer
Suggestions are thankful in advance
From India, Pune
Sure, I can provide you with some guidance on designing KRA (Key Result Area) methodology for your organization. Here are some steps to follow:
Define the department goals: The first step is to define the goals of each department. This will help in identifying the key result areas for each department.
Identify the key result areas: Once the goals of each department are defined, identify the key result areas that are critical for achieving those goals. Key result areas could be related to productivity, efficiency, customer satisfaction, quality, etc.
Develop performance indicators: Develop performance indicators for each key result area. Performance indicators should be specific, measurable, achievable, relevant, and time-bound.
Set targets: Set targets for each performance indicator. The targets should be challenging yet achievable.
Monitor progress: Monitor the progress of each department against the targets set for each performance indicator. This will help in identifying areas that need improvement.
Provide feedback: Provide regular feedback to each department on their performance. This will help in motivating them to achieve the targets set for each key result area.
Review and revise: Review the KRA methodology periodically and revise it if necessary. This will help in keeping it relevant and effective.
When designing the KRA methodology, it's important to involve the department heads and employees in the process. This will ensure that the KRAs are relevant, achievable, and aligned with the organization's goals.
Good luck!
From India, Mumbai
Define the department goals: The first step is to define the goals of each department. This will help in identifying the key result areas for each department.
Identify the key result areas: Once the goals of each department are defined, identify the key result areas that are critical for achieving those goals. Key result areas could be related to productivity, efficiency, customer satisfaction, quality, etc.
Develop performance indicators: Develop performance indicators for each key result area. Performance indicators should be specific, measurable, achievable, relevant, and time-bound.
Set targets: Set targets for each performance indicator. The targets should be challenging yet achievable.
Monitor progress: Monitor the progress of each department against the targets set for each performance indicator. This will help in identifying areas that need improvement.
Provide feedback: Provide regular feedback to each department on their performance. This will help in motivating them to achieve the targets set for each key result area.
Review and revise: Review the KRA methodology periodically and revise it if necessary. This will help in keeping it relevant and effective.
When designing the KRA methodology, it's important to involve the department heads and employees in the process. This will ensure that the KRAs are relevant, achievable, and aligned with the organization's goals.
Good luck!
From India, Mumbai
Hello My company wants to set some target for non sales staff.please advise.how it is done in other firms
From India, Mumbai
From India, Mumbai
Dear Seniors,
Request you to guide to set the KRA for the staff:
Background : Organisation is in consulting services in mechanical field , hierarchy is : Lead Engineer , Senior Engineer Juniors & Trainee
Needed the general KRA set for all these positions.
Thankful for all the guidance provided till now, hoping to receive the same this time too.
********Have gone through all the relevant threads on CiteHR but did not found any help from it.
From India, Pune
Request you to guide to set the KRA for the staff:
Background : Organisation is in consulting services in mechanical field , hierarchy is : Lead Engineer , Senior Engineer Juniors & Trainee
Needed the general KRA set for all these positions.
Thankful for all the guidance provided till now, hoping to receive the same this time too.
********Have gone through all the relevant threads on CiteHR but did not found any help from it.
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Kra format.doc
Kra-kpi_report_ 628.xls
KRA for Asst Training Manager.pdf