Dear All,
I have been asked to prepare the Key Result Areas (KRA) for administration, dispatch, purchase, reception, HR manager, and Admin Executive. I have previously prepared the same for the marketing department, but I am facing challenges with these profiles. Marketing has clear measurement criteria, but these profiles are confusing me regarding the measuring criteria and work responsibilities.
Please assist me by providing some samples or examples for the same.
Your help is greatly appreciated!
Regards,
Piyali
From India, Durgapur
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I have been asked to prepare the Key Result Areas (KRA) for administration, dispatch, purchase, reception, HR manager, and Admin Executive. I have previously prepared the same for the marketing department, but I am facing challenges with these profiles. Marketing has clear measurement criteria, but these profiles are confusing me regarding the measuring criteria and work responsibilities.
Please assist me by providing some samples or examples for the same.
Your help is greatly appreciated!
Regards,
Piyali
From India, Durgapur
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Hi there,
In order to prepare Key Result Areas (KRAs), you might consider looking at their job description as a starting point. You also need to have them list their day-to-day tasks and ongoing projects. From there, you can determine their KRAs.
On the other hand, most KRAs depend on Key Performance Indicators (KPIs) that ultimately stem from the annual business plan already set by management and cascaded to individual KPIs and KRAs. So, you also need to take that into consideration.
Regards
From Oman, Muscat
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108In order to prepare Key Result Areas (KRAs), you might consider looking at their job description as a starting point. You also need to have them list their day-to-day tasks and ongoing projects. From there, you can determine their KRAs.
On the other hand, most KRAs depend on Key Performance Indicators (KPIs) that ultimately stem from the annual business plan already set by management and cascaded to individual KPIs and KRAs. So, you also need to take that into consideration.
Regards
From Oman, Muscat
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Hello Piyali & Anayaat,
It is my first time hearing about KRA. For example:
The SMART objective is to reduce the turnover rate by 3% at the end of 2010.
The KPI is the reduction of the turnover rate by 3%.
What will be the KRA?
Regards
From United Arab Emirates, Dubai
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It is my first time hearing about KRA. For example:
The SMART objective is to reduce the turnover rate by 3% at the end of 2010.
The KPI is the reduction of the turnover rate by 3%.
What will be the KRA?
Regards
From United Arab Emirates, Dubai
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Hi there,
One way you can contribute to reducing the turnover rate in your organization is by conducting an employee satisfaction survey. Your survey should ask questions regarding communication/transparency (between employees and management), motivation, working conditions, HR policies (promotions/employee benefits provided), administrative services, working environment (space/lighting/conditioning/salaries), and the working community (people you are working with). Don't forget to ask the million-dollar question: If you could change something you do not like in the company, what would it be? Use the findings from your survey to improve the areas where you find the organization needs improvement.
However, please do read these articles on reducing turnover:
- [Top 7 Ways to Improve Employee Retention and Reduce Employee Turnover](http://top7business.com/?id=3393)
- [How to Reduce Turnover and Motivate Employees | eHow.com](http://www.ehow.com/how_4495943_reduce-turnover-motivate-employees.html)
- [https://www.citehr.com/282919-k-r-administration-dispatch-purchase-reception-hr-manager.html](https://www.citehr.com/282919-k-r-administration-dispatch-purchase-reception-hr-manager.html)
Thank you.
From Oman, Muscat
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One way you can contribute to reducing the turnover rate in your organization is by conducting an employee satisfaction survey. Your survey should ask questions regarding communication/transparency (between employees and management), motivation, working conditions, HR policies (promotions/employee benefits provided), administrative services, working environment (space/lighting/conditioning/salaries), and the working community (people you are working with). Don't forget to ask the million-dollar question: If you could change something you do not like in the company, what would it be? Use the findings from your survey to improve the areas where you find the organization needs improvement.
However, please do read these articles on reducing turnover:
- [Top 7 Ways to Improve Employee Retention and Reduce Employee Turnover](http://top7business.com/?id=3393)
- [How to Reduce Turnover and Motivate Employees | eHow.com](http://www.ehow.com/how_4495943_reduce-turnover-motivate-employees.html)
- [https://www.citehr.com/282919-k-r-administration-dispatch-purchase-reception-hr-manager.html](https://www.citehr.com/282919-k-r-administration-dispatch-purchase-reception-hr-manager.html)
Thank you.
From Oman, Muscat
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Re: K.R.A for administration/dispatch/purchase/reception/HR manager
Hi there,
In order to prepare Key Result Areas (KRAs), you might consider looking at their job description as a starter. You also need to have them list their day-to-day tasks and ongoing projects. From there, you can determine their KRAs.
On the other hand, most KRAs depend on Key Performance Indicators (KPIs) which boil down to the annual business plan already set by management and cascaded to individual KPIs and KRAs. Therefore, you also need to look at that.
Kindly email me at syed07.reyaz@gmail.com
Syed Reyaz Uddin
Deputy Manager - HR & Admin
+91-9891225725
+91-9310632246
From India, Delhi
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Hi there,
In order to prepare Key Result Areas (KRAs), you might consider looking at their job description as a starter. You also need to have them list their day-to-day tasks and ongoing projects. From there, you can determine their KRAs.
On the other hand, most KRAs depend on Key Performance Indicators (KPIs) which boil down to the annual business plan already set by management and cascaded to individual KPIs and KRAs. Therefore, you also need to look at that.
Kindly email me at syed07.reyaz@gmail.com
Syed Reyaz Uddin
Deputy Manager - HR & Admin
+91-9891225725
+91-9310632246
From India, Delhi
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