Dear all, I am intending to start KRA as a means of appraisal for all the staff and workers of my manufacturing plant. If anyone could provide ideas of how to go about it, I will be thankful.
From India, Mumbai
From India, Mumbai
Hi,
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).
Identifying KRAs helps individuals:
· Clarify their roles
· Align their roles to the organisation’s business or strategic plan
· Focus on results rather than activities
· Communicate their role’s purposes to others
· Set goals and objectives
· Prioritize their activities, and therefore improve their time/work management
· Make value-added decisions
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation). For example, “image of the organisation” is usually a very senior official’s key result area, but hopefully all employees contribute to this outcome. Most roles include 3 to 5 key result areas. If individuals are accountable for more than this, they may be overloaded, or they may not be delegating effectively.
Process
Individuals undertake the following steps to determine the KRAs for their roles:
1. They list their main day-to-day responsibilities/activities.
2. For each activity, they ask “Why do I do this?”
3. They review the answers to their “why” questions, looking for common themes or areas.
4. They identify their KRAs from these themes.
5. They share their KRAs, preferably with those they report to, those they work along with, and those who report to them.
Implementation
Individuals who identify their KRAs typically: · Work with those they report to, those they work along with, and those who report to them to identify their KRAs so all on a team have clarity regarding outputs.
Regards
From India, Pune
124“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).
Identifying KRAs helps individuals:
· Clarify their roles
· Align their roles to the organisation’s business or strategic plan
· Focus on results rather than activities
· Communicate their role’s purposes to others
· Set goals and objectives
· Prioritize their activities, and therefore improve their time/work management
· Make value-added decisions
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation). For example, “image of the organisation” is usually a very senior official’s key result area, but hopefully all employees contribute to this outcome. Most roles include 3 to 5 key result areas. If individuals are accountable for more than this, they may be overloaded, or they may not be delegating effectively.
Process
Individuals undertake the following steps to determine the KRAs for their roles:
1. They list their main day-to-day responsibilities/activities.
2. For each activity, they ask “Why do I do this?”
3. They review the answers to their “why” questions, looking for common themes or areas.
4. They identify their KRAs from these themes.
5. They share their KRAs, preferably with those they report to, those they work along with, and those who report to them.
Implementation
Individuals who identify their KRAs typically: · Work with those they report to, those they work along with, and those who report to them to identify their KRAs so all on a team have clarity regarding outputs.
Regards
From India, Pune
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