Guidance for Designing KRA Methodology - startup wants to define its KRA for each department

Dear Jerry Anthony,

This post is on the MS Excel Workbook that you have shared. I have gone through the contents of the first worksheet. I found the glaring anomalies. These are as below:

a) Column B has the heading "KRA/KPI". This is incorrect. The heading projects that KRA and KPI both are the same. No these are not!

b) Some of the performance standards are not measurable at all. Yet, these are passed off as measurable.

c) The formula to calculate "Result" should be [(target/actual)*weight]*100. In the first example, since the target was equal to actual, the calculation error was nullified. However, in the second example, since the proper formula was not used, the score is coming to 30% instead of 60%. This would be a gross injustice to the employee!

Do you use this worksheet in your company or you have downloaded it from somewhere and uploaded it on this forum?

I have provided consulting services to establish a comprehensive Performance Management System (PMS). I write this post because of my experience in providing consulting services to several companies.

Thanks,

Dinesh Divekar

How to evaluate the performance of staff. Any Template?

Can any one help me out to create or share Project Manager KRA & KPI with weightage.

Hi All,

Please help me to make KRA's for Sales, Accounts, Service department etc. Would highly appreciate it if can be shared promptly. Regards Dipti

KRA stands for Key Responsibility Areas.
These are defined as the specific areas in a job profile an employee is expected to work on. It is a fixed outline for each job position that acts as a scope for the employee. It is a description of the job profile designed by the organization. A description of some of the most important duties of the employee's role and how it serves the organization's strategic goal /objectives

KRA stands for Key Result Area and KPI stands for Key Performance Indicator. Both these metrics are important measures, for efficiency in an organization. KPI denotes a quantifiable metric, for a defined objective/ set goal.

There is tons of stuff on KRA's already posted here on CiteHR by other members.

It is a regularly asked question, over and over again.

Please use the search facility located at the top of the page next to the CiteHR logo.

GOOD MORNING

CAN I GET A BRIEF 3to 4 KRA Indicators for various departments?

Please send on geethikag1973@gmail.com

Aas-Consultancy

See my post above. Use the search facility to find material that will help you write your indicators.

I fill KRA SO PLEASE HELP ME I AM WORKING IN MANUFACTURING INDUSTRY

i am the owner of an accounting outsourcing company. i want to set up KRA/KPI for all employees of all levels. I have the set of KRA (roles & responsibilities) of all employees but am still not able to set KPI.
i had found some KPIs below but not sure they are correct or not.

- Time Utilization
- Quality of work/task assigned
- TAT (Turn around Time)

The above three basic KPI i had found but I need it to be more detailed. we had three hierarchy levels. 1. Junior Accountant, 2. staff accountant, 3. team leader.
what can be the KPI to assess the employees' performance? suggestion & help is needed.