How To set KRA for The Employees - is there any specific format we need to follow?

This is in reference to the KRA setting for the employees. As I am new to this generalist profile of HR, I wanted to understand in a much better way how to set KRA for the employees. Is there any specific format we need to follow, or is it just that we have to ask them to give to HR? I have been asked to collect it from all & submit within the stipulated time. Suggestions and help needed. Please guide me!

Dear Sony,

Based on the job description, Key Result Areas (KRA) can be easily established. Therefore, the first step is to format the job descriptions of each employee and identify at least three main responsibilities that will become the KRAs for those employees.

Thanks,
Arun

Hi,

Please see if the attached template is useful to you!

All the best,

Vijender Ragidi
Hyderabad

KRAs are the main responsibilities of any role/designation. They form the base to define the Performance Indicators which in turn are used for appraising and setting up development plans for each role/designation. Each element of the performance indicator has to have an explicitly defined measurement criteria and target deliverables in terms of time and delivery outcomes.
Every performance indicator is assigned Weightage based on the role/designation

Firstly start with the GOAL SETTING EXERCISE. KRA would depend on Designation and Competency. Also you will have to define a weightage for different competency and balance them according to the importance of each competency. Review frequency should be a part of KRA too

Example -

Designation - Associate – Review Frequency - Weekly

80% weightage -Objective work being Productivity, Quality, Service levels, Test Scores etc
20 % Hygiene Factors being Attendance, Company policy adherence, Attendance etc

Designation - Team Leader - Review Frequency - Weekly

40% Weightage Shift Level: Service level, Team Quality and Work distribution etc.
25% Weightage People Level: Team Attrition, Associate development, Absenteeism etc
25% Weightage Quality & Training: Key Process Improvements, Quality Evaluations, Calibrations, taking care of training needs etc
10% Weightage Group Level : Floor Etiquettes, Attendance enforcement etc.

You will also have to decide on Weightage Breakup. Example -

FACTOR- Attendance

10% Weightage -
Unplanned & Uninformed- Counted < 4 Hrs. = ZERO unplanned uninformed leaves allowed
Unplanned & Informed- Counted > 8 Hrs. = TWO unplanned informed leaves allowed
Planned & Approved > requested 7 days in advance

Reported sick during Shift
Counted working day > 50% of Shift time
Unplanned Informed < 50% of Shift time

Note :

Consensus from the Operations/ Delivery team is must...

Also do prepare ANNEXURE document for all KRA’s, involve the Operations/ Delivery Management team for the same. The Annexure document intends to clarify all parameters of the Key Result Areas (KRA) with respect to their measurement and inference criteria.

Regards
Adnan Subhani

Dear Sony,

I have attached a basic format for KRA which may be useful to you.

Regards,

Bhavan

Here is a sample format for KRA. The same format could also be used for performance assessment.

Regards,
Shijit

QUOTE=sony pandey;599415]Dear All,

This is in reference to the KRA setting for the employees. As I am new to this generalist profile of HR, I wanted to understand in a much better way how to set KRA for the employees? Is there any specific format we need to follow, or do we simply ask them to provide it to HR? I have been asked to collect it from all and submit it within the stipulated time. Suggestions and help needed, please guide me!!!!

Dear Sony,

I too had worked on KRA in past. this is what I had done to make KRA's more simpler.Hope this will be of some help.


Job Title: Production manager - Fabrications

Reporting to: Works Manager / General Manager Operations

JOB RESPONSIBILITIES:
KEY RESULT AREAS:

· To daily take rounds on shop-floor and check the safety measures on it.
· To carry out machine /production feeding as and when requirements come.
· To plan the work process and decide on which part is to be fabricated as per the order.
· To keep follow up of processed material like cutting, punching, notching, heal milling, stamping, bending etc. which is done on daily basis.
· To keep follow up of entire production process.
· Review of night reports on daily basis.
· To determine rectifiable/outright rejection and to see how to minimize rejections.
· To keep liasoning and track of work with Planning head, Works Manager and General Manager Officer.
· To look into fabrication of various accessories.
· To maintain daily process report
· To analyze the shortage of raw material.
· To design parts of assembly line and finalize it with help of planning department.








KRA#1
To reach target of 80-100 tonnes every day

KRA#2
Rejection below 0.02%

KRA#3
To monitor inspection record and follow up daily.

KRA#4
To daily check in housekeeping activities for safety purposes.





BASIC QUALIFICATION:
· Diploma in Mechanical/Production Engineer.
· Must have CNC knowledge.
· Autocad knowledge would be an added advantage

EXPERIENCE NEEDED:
· 8 to 10 years of experience in this field having knowledge of Fabrication, machine, drawing fundamentals.

KEY SKILLS REQUIRED:
· Communication skills
· Manpower handling skills

ORGANISATIONAL STRUCTURE:

PRODUCTION

MANAGER- FABRICATION

ASSISTANT

(DATA OPERATOR)

SUPERVISORS/

ENGINEERS

Dear All,

Can you please guide me on defining KRA and SOP for HR, Sales, and Accounts, and how it will be measured?

I need a KRA for a Purchase and Logistics Manager.

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Hi, thank you for reaching out for assistance in creating a Key Result Area (KRA) for the role of a Purchase and Logistics Manager. A KRA is a specific metric or target that helps in evaluating the performance of an individual in their role. To create a KRA for this position, we would need to understand the specific responsibilities, goals, and objectives that are crucial for the success of a Purchase and Logistics Manager in your organization.

Please provide more details about the job role, the key responsibilities involved, and any specific targets or outcomes that you would like the Purchase and Logistics Manager to achieve. This information will help in crafting a relevant and effective KRA that aligns with the expectations and objectives of the role. Looking forward to assisting you further in this process.