Understanding KRAs and Their Role in Performance Appraisals: A Step-by-Step Guide Needed

Hi All!

Could someone explain to me in detail what KRAs are all about and how we relate them to performance appraisals? I am confused about the sequence of events in performance management. I have been assigned the task of introducing performance appraisals in my company, and I would like to know the step-by-step procedure for developing and implementing them.

It would be great if someone could share some formats and forms related to KRAs and PAs.

I wish you all a very happy Diwali.

Thanks & Regards,
Vasudha.

Vasudha, Do not get disheartened. As everybody is busy with Diwali celebrations, they must not have had the opportunity to answer your questions. KRAs are developed based on the job description of any position.

To give an example, let us consider my case. As an HR person, I am involved in various activities on a day-to-day basis like recruitment, T&D, appraisals, and so on. So you can define my KRAs as:

1) Recruitment lead time to reduce by 25%
2) Reduction of recruitment cost by 20%
3) Identification of training needs in X departments

Likewise, you can develop KRAs for any position, but for this, you need to sit with the respective department representative and understand what each position entails. I hope I have answered your query.

Suresh Deshpande.

Hi all,

I am totally new to this citeHR. By the way, can anybody please explain to me what KRA is?

Hi,

Can anybody guide me on how to develop KRAs for software professionals? What are the various KRAs that need to be defined in order to appraise their performance? Any help on this would be highly appreciated!

Regards,
Akshada

Hi Dear Friends,

I am new to this network. I have come across some very wonderful and informative posts on this blog. It's a really supportive and helpful site where we can share knowledge, skills, experience, and expertise for our mutual benefits, enabling us to excel in the field of HR.

Presently, I am working in a BPO for the last 10 months as an Asst. HR. Recently, I have received an offer from a manufacturing company as a Deputy HR Officer. The company is in the business of making CNC machines. Before joining, I want to do some groundwork preparation about HR in manufacturing and what to expect. Can anybody help me out in this regard?

Regards,
Shailendra