Hi all, i wanna suggestions 4m u all on hw to start up with designing KRA’s of employees... besides discussing with the concerned employee ,what all r the other methods to design KRA’s
From India, Delhi
dear rashi you canot design kra of employee - it usually depends on the job profile of the person and is determined by please go through the following attachment...
From India, Mumbai

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File Type: pdf kra_551_517.pdf (126.0 KB, 1860 views)
File Type: pdf managingpercent20performance_206.pdf (374.0 KB, 1021 views)

hey guys reattaching the stuff hope it helps
From India, Mumbai

Attached Files (Download Requires Membership)
File Type: pdf kra_551_844.pdf (126.0 KB, 579 views)


can Any one help in making me understand the KRA and the weights to be given for Finance people.

The key points is that the jobs in finance are taken as routine jobs, and therefore at times not counted as Key Areas. also the weights given to various jobs are many times how the superiors see them and not with the involvement level of the delivery manager.

Also when the delivery are done as per the agreed norms the rating found is 3 in the range of 0-5, where 0 is low 3 is acceptable and 5 is exceptional.

Does delivering all the goals without fail and with no compliance issue, brings the delivery into 5 rating criteria?

One specific point is handling salary management for 550 employees, without no support at junior level, only data entry processing is outsourced and the company who are not on integrated database and having 10 offices to gather information. How much weight should be given to this task for a manager on the total weight of 100.

I would be looking for your kind suggestion and advice.



From India, New Delhi

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