This is Karthika, Can any one provide me a sample KRA sheet for Senior Business Developement Executive, Technical head and trainers.
From India, Madras
Acknowledge(0)
Amend(0)
3From India, Madras
Acknowledge(0)Amend(0)
To design Key Result Areas (KRA), you need to share information such as the type of your industry, your product or service, the job description of each position, and so on. Without this information, it is not possible to design KRAs.
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
Acknowledge(1)
Amend(0)
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
Dear Karthi, The KRA Various from person to person of the same organisation. junior guy will have his KRA according the senior. with regards, PK SITARAMAN
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
RE - KRA Sheet Dear Sir/Ma’am what is KRA n Where does it use??? Regards, Heena Bhola
From India, Ambala
Acknowledge(0)Amend(0)
From India, Ambala
Acknowledge(0)Amend(0)
Dear Heena, KRA is nothing but the Key Result Area.. It helps the employees to work focussing on the results... Regards Karthika.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Dear Mr. Suresh Nair, what you have given is a Job Description and not KRAs. KRAs have measurable components and these are derived from KPIs.
Key Performance Indicators (KPI) is a quantifiable measurement that can be used to track progress in achieving important goals within a company.
Key Result Areas (KRAs) are the areas of performance. They outline the tasks that the employee has to perform and define the work that is expected out of him/her.
In short, KPIs tell us what to measure and through KRAs we tell how much attainment there should be.
Job Descriptions are broad, general, and written statements of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification.
Ok...
Dinesh V Divekar
Clarification on KRA
KRA is not 'Key Result Area' as quoted by someone in this discussion. It's 'Key Responsibility Area'. I can show you a specimen designed for an English faculty. You may modify the same as per the requirement of your organization. Here is the specimen:
KRA (Key Responsibility Area)
The key areas of your work will include the following:
• Develop written, spoken, reading, and listening skills of students in the English language
• IMPART English training to all our students.
• Weekly counseling of students and suggesting ways to improve.
• Train students on mannerisms and etiquettes.
• Conduct exams and publish reports every month.
• Report to parents on student progress and convey any management decisions on a monthly basis.
• Assist the business development team in counseling and prospective follow-up calls.
• Ensure the overall quality of training imparted and inform on any deviations from plans.
• Ensure trainer reports after the class to verify deviations.
• Verify student's reports and make necessary corrections and advise them on every aspect of the student's personality development.
• Your employment is transferable and therefore you must be willing to work in any of our centers.
Besides all these specified activities, you may be given special assignments which you should be willing to accept and carry out.
Hope this information is helpful to you.
Regards,
Suresh Nair
From India, Bangalore
Acknowledge(5)
Amend(0)
Key Performance Indicators (KPI) is a quantifiable measurement that can be used to track progress in achieving important goals within a company.
Key Result Areas (KRAs) are the areas of performance. They outline the tasks that the employee has to perform and define the work that is expected out of him/her.
In short, KPIs tell us what to measure and through KRAs we tell how much attainment there should be.
Job Descriptions are broad, general, and written statements of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification.
Ok...
Dinesh V Divekar
Clarification on KRA
KRA is not 'Key Result Area' as quoted by someone in this discussion. It's 'Key Responsibility Area'. I can show you a specimen designed for an English faculty. You may modify the same as per the requirement of your organization. Here is the specimen:
KRA (Key Responsibility Area)
The key areas of your work will include the following:
• Develop written, spoken, reading, and listening skills of students in the English language
• IMPART English training to all our students.
• Weekly counseling of students and suggesting ways to improve.
• Train students on mannerisms and etiquettes.
• Conduct exams and publish reports every month.
• Report to parents on student progress and convey any management decisions on a monthly basis.
• Assist the business development team in counseling and prospective follow-up calls.
• Ensure the overall quality of training imparted and inform on any deviations from plans.
• Ensure trainer reports after the class to verify deviations.
• Verify student's reports and make necessary corrections and advise them on every aspect of the student's personality development.
• Your employment is transferable and therefore you must be willing to work in any of our centers.
Besides all these specified activities, you may be given special assignments which you should be willing to accept and carry out.
Hope this information is helpful to you.
Regards,
Suresh Nair
From India, Bangalore
Acknowledge(5)Amend(0)
Dear Mr. Dinesh, Your reply was much appreciated. Could you shed more light on the original question posted? You may have encountered some KRAs in your past. If yes, please share. Would be helpful.
Regards,
Teji
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
Regards,
Teji
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[acknowledgement] (1 Acknowledge point)
0
0
Dear Mr. Dinesh V Divekar, Thank you for the information. But I suggest you to provide a specimen of KPI and KRA for better understanding of the person wanting this information. Regards, Suresh Nair.
From India, Kochi
Acknowledge(0)Amend(0)
0
0
From India, Kochi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[The suggestion to provide a specimen of KPI and KRA for better understanding is valid and can enhance clarity in sharing the information.] (1 Acknowledge point)
0
0
Hiiiiiiiiii Karthika, I am forwarding you the KRA Sheet to your personnel id. i hope it is useful for you.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Understanding Key Result Areas (KRAs)
Key Result Areas (KRAs) can be best formulated from your key deliverables, job description, or through your accountability statement. It's important to note that some of your KRAs may vary from those of other companies. Make time to sit down with your colleagues to discuss and establish these KRAs. Additionally, for every KRA you define, it is essential to set corresponding measures. You can consider having 3-5 Key Performance Indicators (KPIs) per KRA.
Here is a sample KRA:
KRA 1: Innovation
- KPI 1: Number of innovations in a given time period
- KPI 2: Number of projects implemented in a year
I hope this helps clarify the process of setting KRAs and KPIs effectively. Let me know if you need further assistance or guidance.
From Philippines, Quezon
Acknowledge(0)Amend(0)
Key Result Areas (KRAs) can be best formulated from your key deliverables, job description, or through your accountability statement. It's important to note that some of your KRAs may vary from those of other companies. Make time to sit down with your colleagues to discuss and establish these KRAs. Additionally, for every KRA you define, it is essential to set corresponding measures. You can consider having 3-5 Key Performance Indicators (KPIs) per KRA.
Here is a sample KRA:
KRA 1: Innovation
- KPI 1: Number of innovations in a given time period
- KPI 2: Number of projects implemented in a year
I hope this helps clarify the process of setting KRAs and KPIs effectively. Let me know if you need further assistance or guidance.
From Philippines, Quezon
Acknowledge(0)Amend(0)
Trainer's Key Responsibility Areas (KRA)
A trainer's KRA mainly revolves around two parameters:
• **Quantity:** Training Mandays
• **Quality:** Effectiveness of the training
Other factors may include the trainer's own expertise level, which needs to be continuously enhanced.
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
A trainer's KRA mainly revolves around two parameters:
• **Quantity:** Training Mandays
• **Quality:** Effectiveness of the training
Other factors may include the trainer's own expertise level, which needs to be continuously enhanced.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The reply provided is accurate in outlining the key parameters for a Trainer's Key Result Areas (KRAs). It correctly emphasizes Quantity and Quality as essential metrics, along with continuous enhancement of expertise. (1 Acknowledge point)
0
0
CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Cpm - Key Performance Indicators - D Parmenter (John Wiley & Sons) - 2007 [0470095881]-1. pdf
Key performance indicators (KPI).doc
CiteHR.AI
(Fact Checked)-The user's reply is correct. It emphasizes the importance of specific information to design Key Result Areas (KRAs) for different positions effectively. (1 Acknowledge point)