Dear Shabnam,
What is the nature of your industry? To whom you report to? Devising KRAs is not your job as such, it is job of your reporting manager's. Neither this is the right time to search for the KRAs. Sooner you had joined, right on first day of your job, your superiors should have given KRA sheet to you and told how and when they will measure your work. It appears that neither you had taken initiative to know how your work will be measured! Both, you and your management, have not lived to the age old Chinese proverb
dig the well before you are thirsty!
Second flawed approach is to tell junior employee to conduct one's appraisal. Performance Appraisal (PA) is always conducted by the seniors. Junior is given chance to do self-appraisal only to ensure that certain quantum of work done is not overlooked. However, in your case, it appears that your superiors have ceded their ground to you! There is lot to envy about this position or situation!
Anyway coming to your query. Conducting training programmes itself cannot be your achievement but measurement of the impact of the training is. Therefore, measure the cumulative ROI of the training and project it to the management. In some cases if it is not possible to measure the ROI, you should be able to project increase or decrease of some ratio. Few examples are:
a) Improvement in Customer Satisfaction Index
b) Reduction of generation of scrap or reduction of quality issues
c) Improved capacity utilisation
d) Reduction in process turnaround time
e) Reduction of some cost (best example)
Anyway you are not the only Training Manager who has not understood the quintessence of the position. The malaise lies across the industries. To know why training department exists or created, earlier I had given exhaustive reply. Click the following link to refer it:
https://www.citehr.com/523786-traini...ml#post2222367
All the best!
Dinesh Divekar