I am working in a manufacturing company. Would like to know more about KRAs Regards, K.S.Lavanya
From India, Madras
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1From India, Madras
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Hi Lavanya,
KRAs are set at the beginning of the year. There are different formats with different companies. All these KRAs should be measurable and should be appraised at the end of the year.
Regards,
Akash
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KRAs are set at the beginning of the year. There are different formats with different companies. All these KRAs should be measurable and should be appraised at the end of the year.
Regards,
Akash
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Hi Lavanya,
KRA stands for Key Result Areas. These are usually established at the beginning of the year, setting the targets and goals for the employee for the entire year. KRAs are typically limited to 4-5; having more than this is not preferred. They are determined after thorough discussions between the employer and employee.
If you need assistance in defining KRAs for a specific job role, please let me know. I would be happy to help as I also work with a manufacturing company.
Regards,
Pooja
From India, Pune
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KRA stands for Key Result Areas. These are usually established at the beginning of the year, setting the targets and goals for the employee for the entire year. KRAs are typically limited to 4-5; having more than this is not preferred. They are determined after thorough discussions between the employer and employee.
If you need assistance in defining KRAs for a specific job role, please let me know. I would be happy to help as I also work with a manufacturing company.
Regards,
Pooja
From India, Pune
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Hi Lavanya,
Welcome to the Forum and wishing you a very happy 2007.
KRAs, which stands for Key Result Areas, are the main objectives of an employee in an organization for a particular year. KRAs are typically discussed and accepted by the COO/Dept Head and the concerned employee. These objectives are measurable and time-bound.
Discussions regarding the KRAs usually take place between March and December for the period of Apr-Mar or Jan-Dec. Many organizations review the KRAs at least once every 6 months, while some do it more frequently, such as every 3 months, half-yearly, or quarterly. This review process helps in tracking the progress on the set KRAs and addressing any bottlenecks that may arise.
Regards,
Dhinakaran
From India, Hyderabad
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Welcome to the Forum and wishing you a very happy 2007.
KRAs, which stands for Key Result Areas, are the main objectives of an employee in an organization for a particular year. KRAs are typically discussed and accepted by the COO/Dept Head and the concerned employee. These objectives are measurable and time-bound.
Discussions regarding the KRAs usually take place between March and December for the period of Apr-Mar or Jan-Dec. Many organizations review the KRAs at least once every 6 months, while some do it more frequently, such as every 3 months, half-yearly, or quarterly. This review process helps in tracking the progress on the set KRAs and addressing any bottlenecks that may arise.
Regards,
Dhinakaran
From India, Hyderabad
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Hi, Thanks for the input. I am from the service industry and have to do the KRAs for this year. Can someone help me please. Is KRA similar to Appraisal? Thanks and regards, Mohini
From India, Mumbai
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From India, Mumbai
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Hi all,
Key Result Areas (KRAs) are described as the deciding factors for an individual's or a team's performance. These factors are derived based on the expected output/deliverables from an individual. The weightage assigned to these factors varies depending on their importance and contribution to the deliverables. KRAs can be evaluated annually, semi-annually, or quarterly.
KRA is not exactly the same as an Appraisal. However, it is an important component of the appraisal process that helps in making decisions easier.
Regards,
Elamurugu
From India, Madras
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Key Result Areas (KRAs) are described as the deciding factors for an individual's or a team's performance. These factors are derived based on the expected output/deliverables from an individual. The weightage assigned to these factors varies depending on their importance and contribution to the deliverables. KRAs can be evaluated annually, semi-annually, or quarterly.
KRA is not exactly the same as an Appraisal. However, it is an important component of the appraisal process that helps in making decisions easier.
Regards,
Elamurugu
From India, Madras
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Thank you for the feedback.
Let's consider a scenario where the company you work for is a startup, and any employee hired for a specific position may not be confined to that role alone. They could be engaged in various tasks outside their designated position, showcasing multiple skills. In such a situation, how would you establish Key Result Areas (KRAs)?
VKR
From India, Hyderabad
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Let's consider a scenario where the company you work for is a startup, and any employee hired for a specific position may not be confined to that role alone. They could be engaged in various tasks outside their designated position, showcasing multiple skills. In such a situation, how would you establish Key Result Areas (KRAs)?
VKR
From India, Hyderabad
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I think for the new company, the same rule applies. You can always set KRAs for a person handling various functions. You need to decide which are his key result areas out of all the functions he is handling.
Regards,
Akash
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Regards,
Akash
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KRA and Performance Management Policy.doc