Hi All!
Could someone explain me in detail what KRAs are all about and how do we relate them to performance appraisals. I am confused about what follows what in performance management. I am given the task of introducing performance appraisals in my company and I would like to know the step wise procedure in developing and implementing the same.
It would be great if someone could share some formats and forms relating to KRAs and PA.
I wish u all a very happy Diwali.
Thanks & Regards,
Vasudha.
From India, Madras
Could someone explain me in detail what KRAs are all about and how do we relate them to performance appraisals. I am confused about what follows what in performance management. I am given the task of introducing performance appraisals in my company and I would like to know the step wise procedure in developing and implementing the same.
It would be great if someone could share some formats and forms relating to KRAs and PA.
I wish u all a very happy Diwali.
Thanks & Regards,
Vasudha.
From India, Madras
Hi All! I am unhappy with the response first time ever this happened on this site to me. Anyways, I am still waiting . Kind hearted people pls help. Regards, Vasudha.
From India, Madras
From India, Madras
Vasudha,
Do not get dishearted. As everybody is busy with Diwali celebrations they must not have had opportunity to answer your questions.
KRAs are developed based on th job description of any position.
To give an example let us consider my case.
As an HR person I am involved in various activities on day to day basis like recruitment, T & D, Appraisals so on.
So you can define my KRAs as
1) Recruitment lead time to reduce by 25 %
2) Reduction of recruitment cost by 20 %
3)) Identification of training need in X departments
like wise you can develop KRAs for any position but fior which you need to sit with respective department representative and understand what each position entails.
I hope I have answered your query.
Suresh Deshpande.
From India, New Delhi
1Do not get dishearted. As everybody is busy with Diwali celebrations they must not have had opportunity to answer your questions.
KRAs are developed based on th job description of any position.
To give an example let us consider my case.
As an HR person I am involved in various activities on day to day basis like recruitment, T & D, Appraisals so on.
So you can define my KRAs as
1) Recruitment lead time to reduce by 25 %
2) Reduction of recruitment cost by 20 %
3)) Identification of training need in X departments
like wise you can develop KRAs for any position but fior which you need to sit with respective department representative and understand what each position entails.
I hope I have answered your query.
Suresh Deshpande.
From India, New Delhi
Hi ,
Can anybody guide me as to how to develop KRAs for Software professionals . What are the various KRAs that need to be defined in order to appraise their performance . Any help on this would be highly appreciated !!!!
Regards
Akshada
Can anybody guide me as to how to develop KRAs for Software professionals . What are the various KRAs that need to be defined in order to appraise their performance . Any help on this would be highly appreciated !!!!
Regards
Akshada
HI,
MY DEAR FREIND,
KRA MEANS ( KEY RESULTS AREA) KRAS IS A YEARLY AND REVIEW WILL BE TWICE IN AYEAR. i.e. ONCE IN 6 MONTHS.
kRAS USED MAINLY FOR HsODS MAINLY FOR THEIR JOB ROLES WHICH THEY ARE GIVE OUT PUT IN THEIR CERTAIN DEPARTEMENTS , WHICH THEY HAVE TO IMPLEMENT. MOSTLY THIS TYPE OF ALL WORKS RELATED TO CONCERN DEPTS. THEIR HsODS WILL CHECK WHETHER THE CONCERN DEPT HOD WAS REACHED OR COMPLETED FOR HIS i.e. 6 MONTHS THEIR REVIEW OF KRS WILL BE CHECKED BY THE UNIT HEAD.
REGARDS
:icon1:
VENKAT.K
From India, Hyderabad
MY DEAR FREIND,
KRA MEANS ( KEY RESULTS AREA) KRAS IS A YEARLY AND REVIEW WILL BE TWICE IN AYEAR. i.e. ONCE IN 6 MONTHS.
kRAS USED MAINLY FOR HsODS MAINLY FOR THEIR JOB ROLES WHICH THEY ARE GIVE OUT PUT IN THEIR CERTAIN DEPARTEMENTS , WHICH THEY HAVE TO IMPLEMENT. MOSTLY THIS TYPE OF ALL WORKS RELATED TO CONCERN DEPTS. THEIR HsODS WILL CHECK WHETHER THE CONCERN DEPT HOD WAS REACHED OR COMPLETED FOR HIS i.e. 6 MONTHS THEIR REVIEW OF KRS WILL BE CHECKED BY THE UNIT HEAD.
REGARDS
:icon1:
VENKAT.K
From India, Hyderabad
Hi Dear Friends ,
iam new to this network , i have come across some very wonderfull and informative posts on this blog. its really supportive and helpfull cite where we can share knowledge , skills , experiance and expertise for our mutual benefits by which we can excel in the field of HR.
presently iam woking in a BPO since last 10 months as a Asst.Hr , recently i have got an offer from manufacturing as a Deputy HR Officer .the company in business of making CNC machines. So before joining i want do some ground preparation about hr in manufacturing ans what the . can any body help me out in this regard.
regards
Shailendra
From India, Bangalore
iam new to this network , i have come across some very wonderfull and informative posts on this blog. its really supportive and helpfull cite where we can share knowledge , skills , experiance and expertise for our mutual benefits by which we can excel in the field of HR.
presently iam woking in a BPO since last 10 months as a Asst.Hr , recently i have got an offer from manufacturing as a Deputy HR Officer .the company in business of making CNC machines. So before joining i want do some ground preparation about hr in manufacturing ans what the . can any body help me out in this regard.
regards
Shailendra
From India, Bangalore
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