KPA And KRA For Software Firm - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Rramxx
Tqm Consultant
B K BHATIA
Director Of Company
Couvery
Consultant
Lipikamohanty
Professional
+3 Others

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Hi,
I am in the process of designing KPAs and KRAs for our organization. Ours is a Software Company dealing with Business Intelligence and Data Warehousing. The average tenure of employees in our organization is approx. 2.5 years to 3 years.
Can someone please share a sample template of KRAs and KPAs for such organization? A generic template would also suffice.
Many thanks
Avinash

Dear Avinash,
I have little different take. My first question is are you from HR? If yes then what is your designation?
My second question is have you instituted comprehensive Performance Management System (PMS) in your company? (I doubt it).
Ideally the operations managers or respective HOD of each department should be able to devise the KRAs for their staffs. KRAs for the operations managers should be designed by MD/Director based on the business performance. Role of HR is only as a facilitator. HR is owner of the process of PMS, it just facilitates it or executes it.
Designing KRA is part of PMS. I request you to have a holistic look. Secondly, KRAs are designed indigenously. You may use someone's else templates but then you may leave out what is worth measuring. Have you thought of this risk?
Thanks,
Dinesh V Divekar
Soft Skill and Behavioural Training Consultant
+ 91

If you search for 'EmpXtrack' on the web, you can enroll for free trial & see the standard formats used. This may also be helpful in automating your PMS for better results.
KPA 's for any organization are
Management review process
Resources management process
Product Planning process
Training and employess motivation process
Contract review process
Development process
Purchase Process
Product Realization process
Product verification process
Validation process
Improvement process
customer handling process

Dear Mr. Dinesh
Hi,
I am new to this group.
We are joining to this platform to help each other and share our knowledge.
Its the place where one can update and get updated on thing what we do not know..
Let us not question / hurt anyone about their profile or designation.
You have given him right information and I am thankful for the same. But the way you have put up is not right..
I have shared my views, I am extremely sorry if I have hurt you from my words above.
Regards,
Gayathri

Dear Divesh - Yes I am the only HR in our organization and in the process of setting up a formal Performance Management System.
The current practice is pretty rudimentarily followed on excel sheets. We don't have formal PMS in place.
I was facing many hurdles in setting up the KRAs and KPAs, therefore, I thank your opinion that HR plays only a facilitator role in KRAs and KPAs and that it is the responsibility of the Business Unit Manager.
Dear Gayathri - No offence taken and meant :)
Cheers
Avi

@ A.Saleel,
I am afraid you have just listed the ISO 9001 clauses and they should not be considered as the "KPA's of any organisation". They will depend on the objectives and targets of the organsiation and the responsibility of each department towards fulfilling those objectives.
@Avinsah
If you are planning to help with the forming of the KPAs, if your organisation is large enough, take professional help. Since you say you are the only HR person, it appears it is a small unit. In that case, you must read up on the subject. Basically, it flows like this:
the CEO fixes his objective & target, say for the year, in discussion with persons of the next level. Then, during discussion, activity and target allocation is made to each of those persons. Same way, each of the second level persons discuss with their next level and decide on the next level KRAs and KPIs. These are worked into the PMS and reviewed during performance review.
This is to put it in brief.
R Ramamurthy

In short, I can say, KPI's and KRA's are defined by the project manager or the HOD that is based on the project or function specific.
Going through sample templates or provided by others would be surely of their project specific KPI's and KRA's and I am confuse how can you use it for your own?
Hoping you are an HR, better if you ask the project manager or HOD to define the KPI's and KRAs for the project and based on that only you can go further.

Dear Avinaash,
What Dinesh Divakar has mentioned is correct.
* The KRAs have to emerge from the Dept's objectives and Goals which in turn flows from company objective and goals.
* The Deptal HOD would be therefore the best person to formulate them based on priorities.
* HR is a facilitator plus also has to play the critical role of ensuring that proper guidance is provided to the concerned people in defining the KRAs and determining a process for tracking, monitoring and reviewing the measures against each KRA. There need sto be a uniformity in process followed across organisation for identifying, defining and implementing the KRA process. HR has to be the guide and mentor here.

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