How Should HR Balance Involvement in Goal Setting for Technical Teams?

HR's Role in KRA and Goal Setting for Technical Employees

In organizations, the question of how much involvement HR should have in setting Key Result Areas (KRAs) and goals for technical employees often arises. While HR can provide valuable input and guidance in this process, it is essential to strike a balance between facilitating the goal-setting process and allowing technical employees the autonomy to define their objectives.

HR's role may include aligning individual goals with organizational objectives, ensuring clarity and SMART criteria in goal setting, and providing necessary support and resources for employees to achieve their goals. However, it is equally important to recognize the expertise and domain knowledge of technical employees and involve them actively in setting their KRAs to enhance motivation and ownership.

Ultimately, HR intervention should aim to support and empower technical employees in achieving their goals rather than imposing directives from the top down.

Master KRA and Competencies for Technical Departments

HRA can provide the master KRA for the department, containing the KRA and competencies. It helps individuals select KRA and competencies more easily, as technical people often face problems understanding the language of KRA and competencies. However, the selection depends solely on the employee. The employee will select their KRA and competencies individually or may consult with their immediate senior, but HR intervention is not needed.

As a Performance Assessor member of the organization, HR should oversee all Key Result Areas (KRA) and goal setting to ensure their relevance to the Job Description (JD) and to monitor the process for fairness (to prevent any biases). Please let me know if you need any further assistance.