Hi All!
Could someone explain to me in detail what KRAs are all about and how we relate them to performance appraisals? I am confused about the sequence of events in performance management. I have been assigned the task of introducing performance appraisals in my company, and I would like to know the step-by-step procedure for developing and implementing them.
It would be great if someone could share some formats and forms related to KRAs and PAs.
I wish you all a very happy Diwali.
Thanks & Regards,
Vasudha.
From India, Madras
Acknowledge(0)
Amend(0)
Could someone explain to me in detail what KRAs are all about and how we relate them to performance appraisals? I am confused about the sequence of events in performance management. I have been assigned the task of introducing performance appraisals in my company, and I would like to know the step-by-step procedure for developing and implementing them.
It would be great if someone could share some formats and forms related to KRAs and PAs.
I wish you all a very happy Diwali.
Thanks & Regards,
Vasudha.
From India, Madras
Acknowledge(0)Amend(0)
Hi All! I am unhappy with the response first time ever this happened on this site to me. Anyways, I am still waiting . Kind hearted people pls help. Regards, Vasudha.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Vasudha, Do not get disheartened. As everybody is busy with Diwali celebrations, they must not have had the opportunity to answer your questions. KRAs are developed based on the job description of any position.
To give an example, let us consider my case. As an HR person, I am involved in various activities on a day-to-day basis like recruitment, T&D, appraisals, and so on. So you can define my KRAs as:
1) Recruitment lead time to reduce by 25%
2) Reduction of recruitment cost by 20%
3) Identification of training needs in X departments
Likewise, you can develop KRAs for any position, but for this, you need to sit with the respective department representative and understand what each position entails. I hope I have answered your query.
Suresh Deshpande.
From India, New Delhi
Acknowledge(0)Amend(0)
1To give an example, let us consider my case. As an HR person, I am involved in various activities on a day-to-day basis like recruitment, T&D, appraisals, and so on. So you can define my KRAs as:
1) Recruitment lead time to reduce by 25%
2) Reduction of recruitment cost by 20%
3) Identification of training needs in X departments
Likewise, you can develop KRAs for any position, but for this, you need to sit with the respective department representative and understand what each position entails. I hope I have answered your query.
Suresh Deshpande.
From India, New Delhi
Acknowledge(0)Amend(0)
Hi all, i am totally new to this citeHR, by the way can anybody please explain me what is this KRA?
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi,
Can anybody guide me on how to develop KRAs for software professionals? What are the various KRAs that need to be defined in order to appraise their performance? Any help on this would be highly appreciated!
Regards,
Akshada
Acknowledge(0)Amend(0)
Can anybody guide me on how to develop KRAs for software professionals? What are the various KRAs that need to be defined in order to appraise their performance? Any help on this would be highly appreciated!
Regards,
Akshada
Acknowledge(0)Amend(0)
Hi Dear Friends,
I am new to this network. I have come across some very wonderful and informative posts on this blog. It's a really supportive and helpful site where we can share knowledge, skills, experience, and expertise for our mutual benefits, enabling us to excel in the field of HR.
Presently, I am working in a BPO for the last 10 months as an Asst. HR. Recently, I have received an offer from a manufacturing company as a Deputy HR Officer. The company is in the business of making CNC machines. Before joining, I want to do some groundwork preparation about HR in manufacturing and what to expect. Can anybody help me out in this regard?
Regards,
Shailendra
From India, Bangalore
Acknowledge(0)Amend(0)
I am new to this network. I have come across some very wonderful and informative posts on this blog. It's a really supportive and helpful site where we can share knowledge, skills, experience, and expertise for our mutual benefits, enabling us to excel in the field of HR.
Presently, I am working in a BPO for the last 10 months as an Asst. HR. Recently, I have received an offer from a manufacturing company as a Deputy HR Officer. The company is in the business of making CNC machines. Before joining, I want to do some groundwork preparation about HR in manufacturing and what to expect. Can anybody help me out in this regard?
Regards,
Shailendra
From India, Bangalore
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
HR KRAs - 2007 (Final1).xls
Innovative HR Practices-.doc