Maheswara Rao Chaduvula
Sr. Manager - Hr
SATISH KUMAR DHANWAL
Sr. Manager (hr)ntpc Ltd., Noida
Ashley_woo
Human Resources Executive
Visa67
Student
Anjaliverma
Hr Manager
Praveen007
Manager - Hr

Hello All, Can anybody help me in this small presentation of KRA? plz provide some useful guide line about KRA. Regards, Madhu
From India, Gurgaon
HOPE YOU FIND IT USEFUL....... SARI
From India, Hyderabad

Attached Files
File Type: ppt final_ppt_kra_213.ppt (912.5 KB, 7494 views)
File Type: ppt final_ppt_kra_213.ppt (912.5 KB, 4223 views)

Hi ,, this was posted by Leo Lingham .one of our eminent member ....

this is with an example of Training dept..hope this will help you...Thanks again Leo for such a wonderful article ..

KRA and KPI of Training Coordinator

THIS IS A BIT GENERAL. YOU CAN TAKE YOUR OWN ''TRAINING COORDINATOR JOB DESCRIPTION''

AND TAILOR IT TO YOUR REQUIREMENTS.

==============================================

AS the first step to build KRAs ,

YOU must visit

YOUR COMPANY'S

*VISION STATEMENT

*MISSION STATEMENT

*CORPORATE OBJECTIVES

*CORPORATE STRATEGY

*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.

AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.

----------------------------------------------------------------- --------------

THEN REVIEW YOUR HR DEPARTMENT'S

-HR OBJECTIVES

-HR STRATEGIES

ALIGN IT WITH CORPORATE OBJECTIVES/ STRATEGIES

----------------------------------------------------------------- --------------

THEN REVIEW YOUR TRAINING SECTION'S

- OBJECTIVES

- STRATEGIES

ALIGN IT WITH CORPORATE OBJECTIVES/ STRATEGIES

==================================================

KRAs

Key Result Areas

“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).

Value

Identifying KRAs helps individuals:

• Clarify their roles

• Align their roles to the organisation’s business or strategic plan

• Focus on results rather than activities

• Communicate their role’s purposes to others

• Set goals and objectives

• Prioritize their activities, and therefore improve their time/work management

• Make value-added decisions

Description

Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).

================================================== =============== =

NOW YOU SHOULD WORK OUT YOUR KRAs, based on your training coordinator's

job description

================================================== =============== =======

KRA 1

*DELIVER INSTRUCTIONS TO NEW HIRES [ kpi = how many new hires trained]in 12 months.

KRA 2

*PLANS/ IMPLEMENTS STAFF TRAINING PROGRAMS[kpi = how many programs vs planned]in 12 months

KRA 3

*CONDUCT CONTINUING EDUCATION PROGRAMS [ kpi =how many programs conducted]in 12 months.

KRA 4

*CONDUCT SPECIAL SPECIFIC TRAINING PROGRAMS [ kpi =how many programs conducted]in 12 months.

KRA 5

*training administrative work such as tracking of new materials, timekeeping, and other administrative tasks as required in a timely and accurate manner. [ QUALITY RATINGS against STANDARD CRITERIA.]

KRA 6

*Facilitate transition of new hire from training to work environment, ensuring competency levels are sufficient. [ QUALITY RATINGS

against STANDARD CRITERIA]

KRA 7

*Create, Develop,Support and participate in continuous improvement initiatives.[kpi=how many in 12 months]

KRA 8

*Evaluation of training impact on organization effectiveness

[ kpi = QUALITY RATINGS against STANDARD CRITERIA]

==================================================

REGARDS

LEO LINGHAM

From India, Calcutta
Dear Sari,
It was a fantastic ppt..im using it to educate my staff here.I amm sure they will understand why they are being asked to write about their roles and why their roles are important.Great!! keep it up and thanks for sharing it with us.
regards,
Anjali

From India, Gurgaon
Dear Sir your presentation was excelent . I want to know about the KRA tools,Award & calculation 's & formulas. Pls help me out. warm regards Sandeep
From India, Pune
Can someone help me with the definition of "Administrative Skill"?
I need to put a description of "Administrative Skill" in my company's new performance appraisal form, so that it's easier for the appraiser to understand and rate accordingly.
Appreciate your help. Thanks.
Regards,
Ashley

From Malaysia, Kuala Lumpur
Administrative Skills:- Facility Management Stock Management Vendor Management TransportationMgmt Pantry /Recreational Mgmt Housekeeping Mgmt Anu :D
From India, Calcutta
Hi ,
The PPT on KRA is really very useful .Thanks for sharing it with us.Now can you help me about information on KRO(Key role objective ),KPR (Key Performance Reflector) and KPI (Key performance Indicator).
Regards,
Jyoti

From India, Bombay
FRIENDS ........ ALL THE CREDIT TO LEO LINGHAM, THE ONE WHO SHARED THIS PPT....... I ONLY REPOSTED IT.... THANKS TO YOU MR LEO LINGHAM FROM ALL OF US SARI
From India, Hyderabad
Its really an excellent posting dear Take care Keep posting & keep in touch Regards Praveen 9886155143
From India, Panipat

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