Dear friends, Recently i have seen One of the guy went for the interview where he was asked to set some KRAs on Employee Engagement, where he replied to the interviewer like : (As per interviewer everything is in place like HR helpdesk, intranet etc. so he doesn't need to do anything on this part) In above situation my friend told that first he has to get into the picture and to identify the actual status where we are then he will be able to set some KRAs on Employee Engagement. Now the question is whether he was right or not and can he set the KRAs at the time of interview without knowing anything, he has already suggested couple of things like HR helpdesk, Intranet and Junk mails where employee can put there views freely but as per interviewer everything is in place and this is a process, where he wants to know the KRAs. Waiting for your suggestions. :idea: Regards, Rupendra
From India, New Delhi
From India, New Delhi
Its almost 15 days that i haven't got any reply or any suggestion First it might be possible that my question or whatever you would like to say is totally wrong and Second whatever I have asked is really Stupid thing where I think most of my good CiteHR friends doesn't like to say anyting. So here i would like to say please don't take it in wrong way and whatever you feels about my question please reply. Waiting......?
From India, New Delhi
From India, New Delhi
Dear Rupendra, I was little bit confused with your posting. I hope you meant to ask about KRAs of Employee Engagements. For me, KRAs depend mainly on the nature of business and as such without knowing anything about the organisation we shall not be able to set KRAs. If an interviwer had asked a question like this, you or your friend could have answered that KRAs will be fixed depending upon the situation and the requirements of the organisation and the KRAs will be flexible also. I hope you could get it. Regards, Madhu.T.K
From India, Kannur
4240From India, Kannur
Employee Engagement is an activity, wherein your work mainly involves engaing the employees in some events, activities or schemes, thereby enhancing their participation. As someone already replied, it depends upon the nature of work the organization is doing.For example, for a BPO, this may include some Buzz activities to break the monotony of Work Environment. Like, introducing some good Incentive Schemes, as in giving some targets & Rewarding them apropriately on their accomplishment(Some prize, or cash reward or may be a trip). One may also celebrate some unique days, even without occassions. Like, celebrating some "Pink Day" in the Organizations, where all will be dressed in Pink colour.Then choosing one male & female-Best dressed candidate. One may also find put for famous days, work out some facts about it,make a ppt, & announce some Quiz or contest based on the theme.For e.g., We celebrated our World Envt. Day with the launch of our CLEAN DESK POLICY, wherein we appreciate & reward the cleanest work station every monday.... :) There can be some contest organised as well...So, such kind of activities that enhance employee participation & make the Work envt. light & satisfying, is all a part of Employee Engagement profile. Although I am not much experienced in the Corporate world, but hope you find this reply bit helpfull.. Regards Mansi Kanv
From India, Delhi
From India, Delhi
Hi All, For me, KRA (Key Resource Areas) relates more to the core requirements of a job which is mainly used as a evaluating parameter (performance appraisal) of an employee. This basically should include the duties and responsibilities the employee (concerned) is to be vested with. Based on the scores against each of the KRA`s the employee will be assigned grades / marks which will have an impact on promotions / increments / performance bonus and the like. Employee Engagement on the other hand involves the additional activities apart from the core job responsibilities like social, informal gatherings, outings, events etc. Experts Pls correct If am wrong. -Saravana Rajan
From India, Mumbai
From India, Mumbai
Shweta, KRA is nothing but Key Result Area. To explain u in brief, it is the job responsibilty of the particular position where we can measure the performance of the employee.
From India, New Delhi
From India, New Delhi
Hi Prathima, Thanks for your reply.:icon1: I am currently working with BPO (call centre) as an HR.This is new sector for me as an HR.Can you explain apart from MIS what kind of HR function can be applicable to this industry? Shweta.
From India, Ahmadabad
From India, Ahmadabad
Shwetha, As u said u r from BPO industry i suggest u concentrate more on employee engagement & retention measures. Attrition and stress level is highest in these bpo's. So implement employee welfare schemes more and more. Define proper KRA's to all the positions properly so that the same can be used in measuring the performance of the employee. Conduct regular employee survey to know the satisfaction level of the employees through employee survey form.
From India, New Delhi
From India, New Delhi
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HR KRAs - 2007 (Final1).xls
KRAs AND GOALS FOR THE APPRAISAL PERIOD.doc