9
Dear Prashant,
KRAs(Key Result Areas) are the broad areas of responsibilities for which the job holder/incumbent is accountable for. The KRAs can be written down once the Purpose/Objective of the job( Why the job exists) is spelt out. KRAs, usually not more than 6 to 8 or sometimes even 5 to 6, once written down one can proceed to elaborate duties and responsibilties within each KRA.Thus at the end, one will have about 15 to 20 detailed duties and resp. spelt out for a job, completeing the Job Description.
I think this simple explanation will help you proceed with the KRAs. Remember, start doing it and you will be surprised that you have done it well. Just do it.
Thanks,
Praful
KRAs(Key Result Areas) are the broad areas of responsibilities for which the job holder/incumbent is accountable for. The KRAs can be written down once the Purpose/Objective of the job( Why the job exists) is spelt out. KRAs, usually not more than 6 to 8 or sometimes even 5 to 6, once written down one can proceed to elaborate duties and responsibilties within each KRA.Thus at the end, one will have about 15 to 20 detailed duties and resp. spelt out for a job, completeing the Job Description.
I think this simple explanation will help you proceed with the KRAs. Remember, start doing it and you will be surprised that you have done it well. Just do it.
Thanks,
Praful
Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.php?q=KRA
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.php?q=KRA
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
KRAs flow from job responsibilities assigned to a person. Praful has beautifully elaborated on the same.
I suggest that in addition to what Praful has suggested, you may mark those activities under heads of "Daily, Weekly, Fortnightly, Monthly, Quarterly, Six Monthly and Yearly" activites. Once you do it you will have set yourself upto a solid platform for Performance Appraisal.
This is an exercise which HR Manager should encourage be carried out in each department. Once done HODs will love you for it.
Sunil Chandra
www.piiconsultants.com
From India, Gurgaon
I suggest that in addition to what Praful has suggested, you may mark those activities under heads of "Daily, Weekly, Fortnightly, Monthly, Quarterly, Six Monthly and Yearly" activites. Once you do it you will have set yourself upto a solid platform for Performance Appraisal.
This is an exercise which HR Manager should encourage be carried out in each department. Once done HODs will love you for it.
Sunil Chandra
www.piiconsultants.com
From India, Gurgaon
Dear Elton,
Our friend Mr.Mohammad Sardar is telling the members in a very quite and nice way to first search for the information on cite.hr and if they dont get it then post a query. Mostly new members dont bother to search the answers to their queries. Mostly it happens that the information which i dont know today must be asked by some other member, so instead of again asking the same question it is recommended that members at first search the keywords in citehr and if not found then they can post the question. This is done to avoid duplication of information on citehr.
Thank you Mr.Mohammad for telling the members to search before posting any question.
Ravi
From India, Pune
Our friend Mr.Mohammad Sardar is telling the members in a very quite and nice way to first search for the information on cite.hr and if they dont get it then post a query. Mostly new members dont bother to search the answers to their queries. Mostly it happens that the information which i dont know today must be asked by some other member, so instead of again asking the same question it is recommended that members at first search the keywords in citehr and if not found then they can post the question. This is done to avoid duplication of information on citehr.
Thank you Mr.Mohammad for telling the members to search before posting any question.
Ravi
From India, Pune
Dear Ravi,
Sorry!!!!!! I don't agree.
With no disrespect to Mr. M. Peer Mohamed Sardhar (Keep UR good work Up).
(Its my point of view) instead a person wasting time pasting the same comment in each forum, he should request the City HR Admin (Mr. Sidhartha Roy) to add such feature while posting comment on the site which will make it more viable.
Regards
Elton
From India, Mumbai
Sorry!!!!!! I don't agree.
With no disrespect to Mr. M. Peer Mohamed Sardhar (Keep UR good work Up).
(Its my point of view) instead a person wasting time pasting the same comment in each forum, he should request the City HR Admin (Mr. Sidhartha Roy) to add such feature while posting comment on the site which will make it more viable.
Regards
Elton
From India, Mumbai
Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
<link no longer exists - removed>
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
<link no longer exists - removed>
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
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Kra format.doc
Kra-kpi_report_ 628.xls