Dear all,
The procedure of goal-setting and KRAs fixing is currently underway in my organization. I am seeking assistance from you to determine the type of KRAs I should establish for the next six months. These KRAs should be related to HR processes at Location, Admin, and Personnel.
This matter is urgent as I have only a few days left. Your prompt help is greatly appreciated.
Regards,
Padmini
From India, Thana
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3The procedure of goal-setting and KRAs fixing is currently underway in my organization. I am seeking assistance from you to determine the type of KRAs I should establish for the next six months. These KRAs should be related to HR processes at Location, Admin, and Personnel.
This matter is urgent as I have only a few days left. Your prompt help is greatly appreciated.
Regards,
Padmini
From India, Thana
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Hi Padmini,
Regardsing KRA it should be included in the follwing manner:
KRA's prepared should be
Specific – KRA's should be specific and should make sense.
Measurable – KRA's should be measurable.
Achievable – KRA's framed should be Achievable.
Related to Job – KRA's should be Related to job.
Time Bound – KRA's framed should be Time Bound.
And regarding goal setting it do depend on the job profile of the induvidual.
Kiran.N
From India, Gurgaon
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Regardsing KRA it should be included in the follwing manner:
KRA's prepared should be
Specific – KRA's should be specific and should make sense.
Measurable – KRA's should be measurable.
Achievable – KRA's framed should be Achievable.
Related to Job – KRA's should be Related to job.
Time Bound – KRA's framed should be Time Bound.
And regarding goal setting it do depend on the job profile of the induvidual.
Kiran.N
From India, Gurgaon
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Hi,
No problem if you have the conceptual clarity regarding KRAs and Goals.
In brief, let us understand that:
1) each job has a job profile/job description that stipulates expected performance from the incumbent and limits to his authority in discharging his responsibilities.
2) A fair study of the job profile/job description reveals certain critical areas that are vital to the overall success of the job - these are KRAs/KPAs.
In planning performance for the year (or any period under review), we need both of these. In a stable organization, KRAs generally remain stable for a few years. Based on this presumption, the KRAs give us the inputs to set performance goals for the period under review. These goals need to be measurable, reasonable, achievable, and mutually agreed upon.
All work done is measurable in terms of quantity or quality, cost, or time! We must devise ways to measure performance on these lines.
We can make this system even more objective, but for the purpose of your query, the information provided above should suffice. This note does NOT contain a direct answer to your query but will provide you with directions to answer your questions in this regard and help you become self-reliant!
If you still need more clarifications, please do not hesitate to get in touch.
Regards,
Samvedan
July 12, 2006
From India, Pune
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No problem if you have the conceptual clarity regarding KRAs and Goals.
In brief, let us understand that:
1) each job has a job profile/job description that stipulates expected performance from the incumbent and limits to his authority in discharging his responsibilities.
2) A fair study of the job profile/job description reveals certain critical areas that are vital to the overall success of the job - these are KRAs/KPAs.
In planning performance for the year (or any period under review), we need both of these. In a stable organization, KRAs generally remain stable for a few years. Based on this presumption, the KRAs give us the inputs to set performance goals for the period under review. These goals need to be measurable, reasonable, achievable, and mutually agreed upon.
All work done is measurable in terms of quantity or quality, cost, or time! We must devise ways to measure performance on these lines.
We can make this system even more objective, but for the purpose of your query, the information provided above should suffice. This note does NOT contain a direct answer to your query but will provide you with directions to answer your questions in this regard and help you become self-reliant!
If you still need more clarifications, please do not hesitate to get in touch.
Regards,
Samvedan
July 12, 2006
From India, Pune
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Hi Padmini,
As Kiran said, the goals can be framed by applying the SMART principle. The goals or KRAs should balance the four business perspectives:
1. Financial
2. Customer (Internal/External)
3. Internal Business Processes
4. Learning & Growth.
Regards,
Dinesh
From United Arab Emirates, Dubai
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As Kiran said, the goals can be framed by applying the SMART principle. The goals or KRAs should balance the four business perspectives:
1. Financial
2. Customer (Internal/External)
3. Internal Business Processes
4. Learning & Growth.
Regards,
Dinesh
From United Arab Emirates, Dubai
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Dear Padmini,
Wishing you all the best in setting your KRAs and achieving your goals in a SMART way, as mentioned by other members.
When setting your KRAs, it all depends on your profile, whether it is specific or general. You may establish your KRAs based on quantitative and qualitative parameters. For qualitative parameters, there may be base and stretch targets for achieving one hundred percent performance. You may consider including Recruitment planning, Compliances, Training mandays, and CSR activities as parameters for your KRAs. These are mere suggestions. The setting of targets depends on your Job Description, which is attached to your profile/position.
Regards,
Anupam Anurag.
From India, Calcutta
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Wishing you all the best in setting your KRAs and achieving your goals in a SMART way, as mentioned by other members.
When setting your KRAs, it all depends on your profile, whether it is specific or general. You may establish your KRAs based on quantitative and qualitative parameters. For qualitative parameters, there may be base and stretch targets for achieving one hundred percent performance. You may consider including Recruitment planning, Compliances, Training mandays, and CSR activities as parameters for your KRAs. These are mere suggestions. The setting of targets depends on your Job Description, which is attached to your profile/position.
Regards,
Anupam Anurag.
From India, Calcutta
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KRA and Performance Management Policy.doc