Struggling to Design KRAs for HODs: How Do I Start When I'm Unfamiliar with Their Roles?

Dear All,

I need to design KRAs for the HODs of my company. I don't know how to go about it as I'm not well-versed with what they are actually doing in their work area. Can anyone forward me a format through which I can obtain the information about employees' KRAs? Please help me with this. Forward any material you have on KRAs.

Thanks in advance 🌟

Key Responsible Area:

You have to discuss with the employee who is working in the same role. If not, you have to discuss with a higher level in the vertical. Whereas the roles and responsibilities differ from organization to organization and role to role.

Please prepare a requisition form and ask the current HODs to fill it up. KRA is nothing but JD (Job Description), which can be framed by the person working in the same role or by the reporting manager under whom this position falls.

Regards,
Shiv

Hi Radhika Madam,

Corrections!

KRA is a very important section of the JD. What do you say?

Regards,
Shiv

There is no form relating to KRAs. As Shiva rightly pointed out, it stands for Key Responsibility Areas, which means the tasks a person is supposed to carry out in their professional capacity. If you don't have access to the responsibility areas of HODs, then simply search for similar profiles on any job portals and review the responsibilities mentioned in their resumes. When doing this, ensure that the profiles you search for are from the same industry and the person holds the same designation. This will provide you with some guidance.

A job description (JD) is different from KRA in the sense that a JD includes other details such as location, CTC, required qualifications, etc., in addition to KRA; while KRAs specifically detail responsibility areas only.

Regards

I'm not sure whether a JD should include all the information on location, CTC, and qualifications. Is that correct?

As Mr. Shiva mentioned, we leave it to the HODs to develop KRAs on their own. However, HR will provide the JD to all employees outlining what they need to do.

If there are any corrections needed, please advise.

Dear Tweeps,

As you requested about the KRAs, please find your interest in the attachment and let me know if you have any queries on the same.

I strongly object to Team Group HR stating that there is no such format for KRAs. Even if Human Resources says that we don't have any format, then what is the purpose of working for such a respectable department?

So, I request everyone in TeamGroup HR not to provide any false information unless you are confident on the topic. Please revert back for any clarification or contact me on my mobile phone: +91 994 877 4090.

Dear Tweeps,

The Key Result Area (KRA) of any employee has to be related to the KRA of his immediate Head because the KRAs flow from top to bottom. To finalize the KRA of your Head of Department (HOD), please sit with the immediate head of your HOD and try to derive your HOD's KRA along with the immediate Boss's KRAs.

Regards,
Bhartendu

In the end, the KRAs of your HOD have to be discussed in detail among him, you, and your HOD's head.

Yes, that's right.

Objectives you are going to set as Key Result Areas (KRAs) should be seen as a whole. Each objective of the job holder should flow from the larger goal of the department and the organization. Objectives shouldn't be seen as a lone part; rather, they are part of the whole, and the connection should be well maintained from top to bottom.

Regards,
Shijit.

Dear Tweeps & Friends,

Greetings!

You have been apprised of various detailed and useful information, including the format given on the Goal/KRA document. Appended is the format for KRA with specific objectives denoted to ascertain TARGETS for the particular period and discuss with the immediate reporting Officer to gain consensus and at predecided intervals (either six-monthly or Quarterly) review jointly. This is based on the Open Appraisal System.

The form contains 06 objectives, and an employee has to identify/write targets with quantifiable measures in each objective based on his responsibilities. Feel free for any further assistance.

Best wishes.

N N S Vyas

"IF YOU REFUSE TO ACCEPT NONE OTHER THAN THE BEST, YOU OFTEN GET IT"

Hello Tweeps,

I am surprised to hear that your HOD wants you to design KRA for him. If it is part of your training, then it may be okay; otherwise, I don't feel good about it.

As suggested by others, KRA and JD are closely related. One who knows about the JD can design the same. Moreover, the form attached by Satya is a Quarterly/Annually Appraisal form, which does not specify a set method for developing KRA. There is no set procedure for developing KRA; it is based on the employee's JD or responsibilities.

Amrender

Yes, tweeps,

The JD is all about the job, including company details, designation, qualifications required, skill set, roles and responsibilities (KRA), location, reporting details, budget, and more.

As Bharthendu wrote, it must be done following a top-down approach. KRA must be framed by the reporting manager.

Regards,
Shiv

Dear Tweeps,

I agree with what Penubothu said because there is a format for KRAs and JDs too. The KRAs of the HOD depend on business objectives that are set for the financial year or calendar year. From the business objectives, we can derive KRAs for the respective HODs. For that, you have to discuss with each HOD and their immediate boss for framing KRAs.

All the best for the same.

Regards,
Varsha

Hey, Find attached a KRA/KPI format posted in Citehr a long time back.

Regards,
AOK