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
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8227Most 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
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I am looking for KRA / KPI’s for a cancer specialty hospital, if any one having kindly submit the same. Regards Sharad
From India, Ujjain
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From India, Ujjain
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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
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From India, Pune
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hello team, I need the KRA and KPI documents for the retail store manager, store executive, dispatcher, store cashier, and checker
From India
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From India
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Employees' strength in the Service Segment of the Healthcare Ecosystem constitutes nearly two-thirds of the total Healthcare Industry. Hospitals combined with Medical Colleges are much more complex in the composition of varied skilled and experienced staff, posing a challenging situation for the HR department in structuring out a meaningfully measurable KRA for each staff member in the dynamically complex organogram.
There's a need for a structured methodology or template for designing the Organogram with details to the T, providing a basic structure for defining the Job Descriptions (JD) and Key Result Areas (KRAs).
From India
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There's a need for a structured methodology or template for designing the Organogram with details to the T, providing a basic structure for defining the Job Descriptions (JD) and Key Result Areas (KRAs).
From India
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Dear All,
I have always found solutions to various topics from seniors on CiteHR. I need help in designing KRA for:
1) Lead Designer - (Mechanical Field)
2) Design Engineer
3) Draughtsman
4) CAD Designer
I would be thankful for any suggestions in advance.
From India, Pune
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I have always found solutions to various topics from seniors on CiteHR. I need help in designing KRA for:
1) Lead Designer - (Mechanical Field)
2) Design Engineer
3) Draughtsman
4) CAD Designer
I would be thankful for any suggestions in advance.
From India, Pune
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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
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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
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Hello My company wants to set some target for non sales staff.please advise.how it is done in other firms
From India, Mumbai
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From India, Mumbai
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Hi, I need KRA format in excel for the maintenance engineer in Mechatronics role
From India
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From India
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Dear Seniors,
I request your guidance in setting the Key Result Areas (KRA) for the staff.
Background: The organization operates in the consulting services sector within the mechanical field. The hierarchy consists of Lead Engineers, Senior Engineers, Juniors, and Trainees.
I need the general KRA set for all these positions.
I am thankful for all the guidance provided thus far and hope to receive the same support this time as well.
I have reviewed all the relevant threads on CiteHR but did not find any helpful information.
Thank you.
From India, Pune
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I request your guidance in setting the Key Result Areas (KRA) for the staff.
Background: The organization operates in the consulting services sector within the mechanical field. The hierarchy consists of Lead Engineers, Senior Engineers, Juniors, and Trainees.
I need the general KRA set for all these positions.
I am thankful for all the guidance provided thus far and hope to receive the same support this time as well.
I have reviewed all the relevant threads on CiteHR but did not find any helpful information.
Thank you.
From India, Pune
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