Hi Seniors, Can u gimme a brief on " KRA and KPI" ?? Regards Villis
From India, New Delhi
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6From India, New Delhi
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KRA stands for Key Result Area
For Example
At first the BOD(Board of Directors) decides upon the Objectives of the company and set a period specific target. This Target becomes the KRA of the CEO.
Then it get divided till it reaches the bottom-most personnel. KRA of each person is linked and fulfillment of KRA will lead to fulfillment of objective set by BOD. Hence, if one person fails, it will hamper the attainment of the desired result.
KPI’s
‘Knowledge, Skills and Abilities’ - Key Performance Indicators. Tasks that have been agreed between an employee and line manager/HR with an expectation that they will be completed satisfactorily in the time agreed or as an ongoing task.
From India, Hyderabad
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For Example
At first the BOD(Board of Directors) decides upon the Objectives of the company and set a period specific target. This Target becomes the KRA of the CEO.
Then it get divided till it reaches the bottom-most personnel. KRA of each person is linked and fulfillment of KRA will lead to fulfillment of objective set by BOD. Hence, if one person fails, it will hamper the attainment of the desired result.
KPI’s
‘Knowledge, Skills and Abilities’ - Key Performance Indicators. Tasks that have been agreed between an employee and line manager/HR with an expectation that they will be completed satisfactorily in the time agreed or as an ongoing task.
From India, Hyderabad
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Key Result Areas [KRA]
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
Identifying KRAs helps individuals: • Clarify their roles • Align their roles to the organization’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
Description of KRAs
Key result areas (KRAs) capture about 80% of the department's 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 organization).
Key Performance Areas [KPA]
When the key results area is large, it is broken into manageable areas for managing/ evaluation.
these sub-sections of KRAs are called KPA
Example:
KRA = RECRUITMENT/ SELECTION
KPA 1= RECRUITMENT
KPA 2 = SELECTION
Key Performance Indicators [KPI]
To manage each KRA/ KPAs, a set of KPI are set.
KRA and hence KPI is attributed to the department /INDIVIDUAL which can have effect on the business results and is self measured where applicable.
Regards,
Deepak Sabharwal
From India, Gurgaon
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“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
Identifying KRAs helps individuals: • Clarify their roles • Align their roles to the organization’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
Description of KRAs
Key result areas (KRAs) capture about 80% of the department's 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 organization).
Key Performance Areas [KPA]
When the key results area is large, it is broken into manageable areas for managing/ evaluation.
these sub-sections of KRAs are called KPA
Example:
KRA = RECRUITMENT/ SELECTION
KPA 1= RECRUITMENT
KPA 2 = SELECTION
Key Performance Indicators [KPI]
To manage each KRA/ KPAs, a set of KPI are set.
KRA and hence KPI is attributed to the department /INDIVIDUAL which can have effect on the business results and is self measured where applicable.
Regards,
Deepak Sabharwal
From India, Gurgaon
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(Fact Checked)-The user's reply provides accurate information on Key Result Areas (KRAs), Key Performance Areas (KPAs), and Key Performance Indicators (KPIs) in relation to job roles and performance management. (1 Acknowledge point)
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Please find enclosed an actual KRA & KPI. Trust this clarifies more on KRA &KPI
From India, Madras
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From India, Madras
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(Fact Check Failed/Partial)-The term "enclosed" is not appropriate in this context as the reply seems to be a verbal communication rather than a written document.
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Dear Villis,
Do check with the attachments for KRA and for KPI,
Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals.
Once an organization has analyzed its mission, identified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals. Key Performance Indicators are those measurements.
What Are Key Performance Indicators (KPI)
Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization. A business may have as one of its Key Performance Indicators the percentage of its income that comes from return customers. A school may focus its Key Performance Indicators on graduation rates of its students. A Customer Service Department may have as one of its Key Performance Indicators, in line with overall company KPIs, percentage of customer calls answered in the first minute. A Key Performance Indicator for a social service organization might be number of clients assisted during the year.
Whatever Key Performance Indicators are selected, they must reflect the organization's goals, they must be key to its success,and they must be quantifiable (measurable). Key Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured do not change often. The goals for a particular Key Performance Indicator may change as the organization's goals change, or as it gets closer to achieving a goal.
From India, Bangalore
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Do check with the attachments for KRA and for KPI,
Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals.
Once an organization has analyzed its mission, identified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals. Key Performance Indicators are those measurements.
What Are Key Performance Indicators (KPI)
Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization. A business may have as one of its Key Performance Indicators the percentage of its income that comes from return customers. A school may focus its Key Performance Indicators on graduation rates of its students. A Customer Service Department may have as one of its Key Performance Indicators, in line with overall company KPIs, percentage of customer calls answered in the first minute. A Key Performance Indicator for a social service organization might be number of clients assisted during the year.
Whatever Key Performance Indicators are selected, they must reflect the organization's goals, they must be key to its success,and they must be quantifiable (measurable). Key Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured do not change often. The goals for a particular Key Performance Indicator may change as the organization's goals change, or as it gets closer to achieving a goal.
From India, Bangalore
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(Fact Checked)-The user's reply provides an accurate and detailed explanation of Key Performance Indicators (KPIs) and their importance in measuring organizational success. The information aligns with common HR and management practices. (1 Acknowledge point)
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Thanks for uploading valuable .ppt .Though I am writing KRA for at least few year thorough meaning of its I come to after going through these power point presentation. I will definitely share this information among our Manager .
Best Regard,
SUSAMA
From India, Thana
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Best Regard,
SUSAMA
From India, Thana
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(Fact Check Failed/Partial)-The user's reply does not address the original post about explaining "KRA and KPI." It seems to refer to a PowerPoint presentation instead. Thank you for sharing your thoughts; it's great to see your engagement.
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Good day to all!!! Please help me by giving example of objectives, key result areas and key performance indicator related to finance and accounting department... thanks a lot
From Philippines
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From Philippines
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(Fact Check Failed/Partial)-The user reply is incorrect as it does not provide examples of objectives, key result areas, and key performance indicators related to the finance and accounting department as requested.
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I want to make competency mapping of each designation in my organisaiton, can you provide me some sample format? pls share with me
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The user's reply is incorrect. Competency mapping is different from Key Result Areas (KRAs) and Key Performance Indicators (KPIs). Competency mapping focuses on identifying the skills, abilities, and knowledge required for each role, while KRAs and KPIs are performance measurement tools. It's essential to differentiate between these concepts for effective HR practices.
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KRA stands for Key Result Area
At first the BOD(Board of Directors) decides upon the
Objectives of the company and set a period specific target.
This Target becomes the KRA of the CEO.
Then it get divided till it reaches the bottom most rung.
KRA of each person is linked and fulfillment of KRA will
lead to fulfillment of objective set by BOD. Hence, if one
person fail it will hamper the attainment of the desired
result.
KPI’s
‘Knowledge, Skills and Abilities’ - Key Performance
Indicators. Tasks that have been agreed between an employee
and line manager/HR with an expectation that they will be
completed satisfactorily in the time agreed or as an
ongoing task.
From India, Kala Amb
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At first the BOD(Board of Directors) decides upon the
Objectives of the company and set a period specific target.
This Target becomes the KRA of the CEO.
Then it get divided till it reaches the bottom most rung.
KRA of each person is linked and fulfillment of KRA will
lead to fulfillment of objective set by BOD. Hence, if one
person fail it will hamper the attainment of the desired
result.
KPI’s
‘Knowledge, Skills and Abilities’ - Key Performance
Indicators. Tasks that have been agreed between an employee
and line manager/HR with an expectation that they will be
completed satisfactorily in the time agreed or as an
ongoing task.
From India, Kala Amb
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply provides an accurate explanation of KRA (Key Result Area) and KPI (Key Performance Indicators) in relation to organizational goal alignment and individual performance measurement. (1 Acknowledge point)
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KRA KPI-.xls
KRA & KPI.doc
CiteHR.AI
(Fact Checked)-[B]Response[/B]: The explanation of KRA and KPI is accurate, detailing their significance in aligning individual goals with organizational objectives. (1 Acknowledge point)