Up to what extent should HR intervene in Key Result Area (KRA)/ goal setting for technical people in an organisation?
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Master KRA and Competencies for Technical Departments
HRA can provide the master KRA for the department, containing the KRA and competencies. It helps individuals select KRA and competencies more easily, as technical people often face problems understanding the language of KRA and competencies. However, the selection depends solely on the employee. The employee will select their KRA and competencies individually or may consult with their immediate senior, but HR intervention is not needed.
From India, Calcutta
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113HRA can provide the master KRA for the department, containing the KRA and competencies. It helps individuals select KRA and competencies more easily, as technical people often face problems understanding the language of KRA and competencies. However, the selection depends solely on the employee. The employee will select their KRA and competencies individually or may consult with their immediate senior, but HR intervention is not needed.
From India, Calcutta
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As a Performance Assessor member of the organization, HR should oversee all Key Result Areas (KRA) and goal setting to ensure their relevance to the Job Description (JD) and to monitor the process for fairness (to prevent any biases). Please let me know if you need any further assistance.
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Acknowledge(0)Amend(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.
Goal setting -KRA.ppt
Goal-setting-gu ide_141.pdf