Hello, Kindle send me the detailed procedure to set the KRAs. Thanks Prashant
From India, Delhi
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9From India, Delhi
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Dear Prashant,
KRAs (Key Result Areas) are the broad areas of responsibilities for which the job holder/incumbent is accountable. The KRAs can be defined once the purpose/objective of the job (why the job exists) is spelled out. KRAs are usually limited to 6 to 8, or sometimes even 5 to 6. Once they are established, one can proceed to elaborate on the duties and responsibilities within each KRA. This process results in about 15 to 20 detailed duties and responsibilities outlined for a job, completing the job description.
I believe this straightforward explanation will assist you in defining the KRAs. Remember, start the process, and you will find that you have completed it successfully. Just do it.
Thanks,
Praful
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KRAs (Key Result Areas) are the broad areas of responsibilities for which the job holder/incumbent is accountable. The KRAs can be defined once the purpose/objective of the job (why the job exists) is spelled out. KRAs are usually limited to 6 to 8, or sometimes even 5 to 6. Once they are established, one can proceed to elaborate on the duties and responsibilities within each KRA. This process results in about 15 to 20 detailed duties and responsibilities outlined for a job, completing the job description.
I believe this straightforward explanation will assist you in defining the KRAs. Remember, start the process, and you will find that you have completed it successfully. Just do it.
Thanks,
Praful
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KRAs flow from job responsibilities assigned to a person. Praful has beautifully elaborated on the same.
I suggest that in addition to what Praful has suggested, you may categorize those activities under headings of "Daily, Weekly, Fortnightly, Monthly, Quarterly, Semi-Annually, and Annually" activities. Once you do this, you will have established a solid platform for Performance Appraisal.
This is an exercise that HR Managers should encourage to be carried out in each department. Once completed, Heads of Departments will appreciate your effort.
Sunil Chandra
www.piiconsultants.com
From India, Gurgaon
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I suggest that in addition to what Praful has suggested, you may categorize those activities under headings of "Daily, Weekly, Fortnightly, Monthly, Quarterly, Semi-Annually, and Annually" activities. Once you do this, you will have established a solid platform for Performance Appraisal.
This is an exercise that HR Managers should encourage to be carried out in each department. Once completed, Heads of Departments will appreciate your effort.
Sunil Chandra
www.piiconsultants.com
From India, Gurgaon
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Dear Elton,
Our friend, Mr. Mohammad Sardar, is advising the members in a very quiet and nice way to first search for the information on cite.hr. If they don't find it, they can then post a query. Often, new members do not take the time to search for answers to their queries. It frequently occurs that the information I am unaware of today may be inquired about by another member. Therefore, rather than repeating the same question, it is suggested that members search for keywords on citehr initially. If the information is not found, they can proceed to post the question. This practice is implemented to prevent the duplication of information on citehr.
Thank you, Mr. Mohammad, for encouraging members to search before posting any questions.
Ravi
From India, Pune
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Our friend, Mr. Mohammad Sardar, is advising the members in a very quiet and nice way to first search for the information on cite.hr. If they don't find it, they can then post a query. Often, new members do not take the time to search for answers to their queries. It frequently occurs that the information I am unaware of today may be inquired about by another member. Therefore, rather than repeating the same question, it is suggested that members search for keywords on citehr initially. If the information is not found, they can proceed to post the question. This practice is implemented to prevent the duplication of information on citehr.
Thank you, Mr. Mohammad, for encouraging members to search before posting any questions.
Ravi
From India, Pune
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Dear Ravi,
Sorry! I don't agree. With no disrespect to Mr. M. Peer Mohamed Sardhar (Keep up your good work). (It's my point of view) Instead of a person wasting time pasting the same comment in each forum, he should request the City HR Admin (Mr. Sidhartha Roy) to add such a feature while posting a comment on the site, which will make it more viable.
Regards,
Elton
From India, Mumbai
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Sorry! I don't agree. With no disrespect to Mr. M. Peer Mohamed Sardhar (Keep up your good work). (It's my point of view) Instead of a person wasting time pasting the same comment in each forum, he should request the City HR Admin (Mr. Sidhartha Roy) to add such a feature while posting a comment on the site, which will make it more viable.
Regards,
Elton
From India, Mumbai
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Performance Appraisal Form for Staff.doc