May i request you to please provide me with some information on KPI and KRA as I have to submit details for my appraisal? If anyone can get me PPT file on the subject, i shall be grateful.
From United Kingdom, Bristol
4From United Kingdom, Bristol
Hi Subodh,
KRA = Key Result Areas
KPI = Key Performing Indicators
Key Result Areas are the areas of performance (i.e. which outline the profile of the employee). they in short outline the tasks that the employee has to perform and define the work that is expected out of him
Key Performance Indicators on the other hand are ones that indicate the steps or tasks to achieve the result areas
so we can say that kep performance indicators are the means which direct the employee to achieve his key result areas.
-ishita
From India, Mumbai
KRA = Key Result Areas
KPI = Key Performing Indicators
Key Result Areas are the areas of performance (i.e. which outline the profile of the employee). they in short outline the tasks that the employee has to perform and define the work that is expected out of him
Key Performance Indicators on the other hand are ones that indicate the steps or tasks to achieve the result areas
so we can say that kep performance indicators are the means which direct the employee to achieve his key result areas.
-ishita
From India, Mumbai
Hi friend, KRA = Key responsibilities Area, its related to Job analysis in which you can analysis the Job description and Job Specification. KPI = Key Performing Indicators Regards Vikas Kumar
From India, New Delhi
From India, New Delhi
Hi,
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual. The core area which each person is accountable. KRA's varies from Individual to Individual. Employees are predominantly appraised on their mutually agreed KRA's.
KRA' are always developed after the definition of "Job Purpose". Job purpose is understanding the requirement for the job.
To elucidate some eg. of KRA's for some Generic roles-
KRA's of a HR manager may be -
Staffing.
Training and Development.
Compensation Planning and Administration.
Statutory Compliance. etc...
Key Performance indicators or KPI are metrics used to define and measure progress towards Individual goals or KRA's. Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an Individual. They differ from Individual to Indvidual. KPI's may also be called as KSI's ( Key Success Indicators).
Hope my explanation was clear. Do revert back if you have any queries and am sure our friends will share more views on the topic.
Best Regards, :) :)
Madhu.S
From India, Madras
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual. The core area which each person is accountable. KRA's varies from Individual to Individual. Employees are predominantly appraised on their mutually agreed KRA's.
KRA' are always developed after the definition of "Job Purpose". Job purpose is understanding the requirement for the job.
To elucidate some eg. of KRA's for some Generic roles-
KRA's of a HR manager may be -
Staffing.
Training and Development.
Compensation Planning and Administration.
Statutory Compliance. etc...
Key Performance indicators or KPI are metrics used to define and measure progress towards Individual goals or KRA's. Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an Individual. They differ from Individual to Indvidual. KPI's may also be called as KSI's ( Key Success Indicators).
Hope my explanation was clear. Do revert back if you have any queries and am sure our friends will share more views on the topic.
Best Regards, :) :)
Madhu.S
From India, Madras
Hi Ishitha, The definitions who have given is very simple to understand and also informative ... Regards Positive
From India
From India
Dear friends,
Time and again queries appear in this forum on the concepts of KPIs, KRAs and Performance Management System (PMS). Many HR professionals do not know how to design KPIs or KRAs.
For the convenience of everybody, I have attached "Sample KPI and KRA Manual". The MS Excel Workbook contains five sheets. The first three sheets are related to the construction or real estate industry (Contracts, Design & Development and Land Survey Department) and the other two are about the port industry (Container Terminal and Project (Mechanical) Department).
The attached manual is a sample one. KPIs or KRAs for other departments are not shared. KPIs and KRAs for the departments mentioned above is not a complete list. Essence of designing KPIs and KRAs lies in their customisation. The document is attached to show how customisation is done.
I have been giving my replies on this subject time and again. You may go through the following link:
https://www.citehr.com/511936-pms-company.html
Though the above link pertains to the IT company, the reply is applicable to all industries. In the above link, there are several hyperlinks. Go through all the links patiently and I request you to improve your understanding of PMS.
Please do not raise queries or send me emails to share the complete details of the KPI and KRA Manual as my consulting services are paid. Secondly, my consulting charges are non-negotiable. Therefore, approach me to avail of my consulting services only if your management understands the value and is ready to pay premium prices for designing PMS for your company.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Time and again queries appear in this forum on the concepts of KPIs, KRAs and Performance Management System (PMS). Many HR professionals do not know how to design KPIs or KRAs.
For the convenience of everybody, I have attached "Sample KPI and KRA Manual". The MS Excel Workbook contains five sheets. The first three sheets are related to the construction or real estate industry (Contracts, Design & Development and Land Survey Department) and the other two are about the port industry (Container Terminal and Project (Mechanical) Department).
The attached manual is a sample one. KPIs or KRAs for other departments are not shared. KPIs and KRAs for the departments mentioned above is not a complete list. Essence of designing KPIs and KRAs lies in their customisation. The document is attached to show how customisation is done.
I have been giving my replies on this subject time and again. You may go through the following link:
https://www.citehr.com/511936-pms-company.html
Though the above link pertains to the IT company, the reply is applicable to all industries. In the above link, there are several hyperlinks. Go through all the links patiently and I request you to improve your understanding of PMS.
Please do not raise queries or send me emails to share the complete details of the KPI and KRA Manual as my consulting services are paid. Secondly, my consulting charges are non-negotiable. Therefore, approach me to avail of my consulting services only if your management understands the value and is ready to pay premium prices for designing PMS for your company.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Hello Myself Habeeba
i want to know the process of employee performance
From Self assessment form to Final CGPA Scorings
and the formula how we calculate scoring annually and monthly too
Kindly help me
From India, Hyderabad
i want to know the process of employee performance
From Self assessment form to Final CGPA Scorings
and the formula how we calculate scoring annually and monthly too
Kindly help me
From India, Hyderabad
Hello, Can someone please guide me regarding how to build KRA’s and KPI’s for UI Designer and UX Designer profiles. Regards, Neha Khan
From India, Mumbai
From India, Mumbai
How To map the Performance of HR Department yearly in the form to judge them and give the Increment accordingly and what should be the % or what should be the method to deliver the employee satisfaction to HR Department employees working in any company?
From India, Vadodara
From India, Vadodara
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Key indicators.ppt