KRA (Key Result Area) - how a KRA needs to be done? Any format for the same? - CiteHR
Amit_goyal_2002
Sap Hr Professional
Askhena
Manager Industry Services(hr)
Poojabansal
Hr Manager
KRISHAN KUMAR TYAGI
Corporate Hr Head
Deeptijayam
Asst Manger Hr
Elamurugumba
Project Manager
Rajzeen
Hr-manager
Ash_achu
Hr Professional
Mary Cecilia
H.r.executive

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Can anyone let me know how a KRA needs to be done? Do we have any format for the same. thanks cecilia
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Hi! Cecilia
I would like to brief up to your querry for a Format of KRA. Let me inform you that as of now there is no standard format for KRA. KRA arises as and when required in a specific job, for a specific period, for a specific sum/total value of project/job/manpower/........ so on. It depends on one's requirement of the above aspects and so it naturally defers from organisation to organisation, job to job and project to project... so on.
An HR has to re-locate/observe such areas where the management feels they are required for further QCs. It all depends when he/she has all the MIS reports with regard to...
Hope I have enlightened your querry. Feel free to express your views at
Bye
Raj
Dear Cecilia,
KRAs are something that can not be designed by the HR alone. Moreover there is no such standard formats of KRAs. KRAs (Key Result Areas) are some those crucial parts of the Job Description which may be directly correlated with the performance of the person in subject. These may be called those areas of the job that can be measured so as to derive out the performance rating of the employee in subject.
To decide upon the KRAs of any position it needs to have brain storming sessions with the key peoples of the particular department, the employee in subject and the HR person to coordinate the session.
In case of any further querry you may contact me.
Amit Goyal
Hello,
About KRA :
It has to be designed by the individual employee.
He/She should be trained first to design his/her KRA.
It should be max of 5 to 6 not more than that.
How to design :
First list down all the activities an employee does including attending phone calls in between.
then prioritise the tasks and pick out the activities that can be used to evaluate that person (most critical duties)
This becomes his/her KRA.
It should be time bound and measurable.
it should be fixed for a year
The employee and the superior sit together to fix the KRA.
Would love to give more details
With Best Regards
Ashwini Kumar
09947086068

Hi Mary, about the KRA , we use the same for our performance Appraisal. i have some of the Job descriptons based on KRA ill send them over to you or put them up here. regards, Deepti
hey, im putting up our position description let me know if it helped :lol: also let me know how it is done in your organisation. Regards, Deepti

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Dear Marry, I am attaching the KRA format I developped for my Company. You can further work on it. K K Tyagi

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File Type: xls keyresultareas_780.xls (20.0 KB, 5323 views)

Hi Cecelia, I have recently developed one KRA format for our all india staff. You may take reference of this.Group please put your coment on the format please. Regards, Hena

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Hi, Pls fins attached a format for KRA. Rgds, Pooja

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File Type: doc kra_649.doc (60.0 KB, 3262 views)

Friends,
Thankyou all for your excellent support and advice.
I would really work out this at my organisation and collate all in one format.
this is a very useful and necessary information to me.
thankyou all once again. i shall post it in the citehr once i am through with the format.
bye
cecilia
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