Understanding KRAs and Performance Appraisals: Can You Help Clarify These Concepts?

Dear seniors,

I had posted 2 posts but hardly got a reply. Hope to get a response this time. Please explain about KRAs and the method of Performance Appraisals.

Thanks & Regards,
Nidhi Sahni

Dear Nidhi Sahni,

This is in reference to your query regarding KRA and performance appraisal. Please note that the individual employee should be aware and clearly identify his KRA. From the KRA, he has to derive KPA. If an employee has multiple KRAs, then they need to be bifurcated into 4 or 5 KPAs which are SMART (Specific, Measurable, Achievable, Reasonable, and Time-bound). The employee has to specify on each KPA the percentage he can achieve within the given time frame, i.e., during the performance period. Based on this, his performance will be appraised.

In case of any shortfall in achieving his KPA, an analysis of his competency needs to be conducted. This is a lengthy and continuous process.

With regards,
L. Kumar

Dear Ms. Nidhi,

You may kindly go through any of the HR or P&A books like the one by Mr. C.B. Memoria, etc. It will contain one chapter on the basic idea of Performance Appraisal, their methods, etc.

Thanks to Mr. L Kumar for the posting.

Regards,
Shaunak Marulkar
09423877450

Hi,

The two major analyses are KRA (Key Result Areas) and KPA (Key Performance Areas). Every organization needs to monitor employee performance periodically. They utilize different rating scales and processes for this purpose.

Performance evaluation methods vary across companies. Some companies conduct weekly evaluations, while others perform appraisals every six months or annually. Traditionally, there are different approaches to performance appraisal, but nowadays, many companies opt for 360-degree appraisals and self-assessments. In any case, the supervisor's input is crucial for the department's assessment.

Goodbye,
Sandeep

Hi Nidhi!

I hope these attached files give you an understanding of KRA's.

Regards,
Akshita 😂😂