Dear Friends,
I am an HR executive in a company in Hyderabad. I need to define KRAs & KPAs for each department & designation in our company.
Can anybody tell me what is the difference between KPAs & KRAs? On what basis should we design KRAs & KPAs for each designation? If any books are available in the market regarding this, please let me know.
Regards,
K. Sriahri
From India, Pune
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1I am an HR executive in a company in Hyderabad. I need to define KRAs & KPAs for each department & designation in our company.
Can anybody tell me what is the difference between KPAs & KRAs? On what basis should we design KRAs & KPAs for each designation? If any books are available in the market regarding this, please let me know.
Regards,
K. Sriahri
From India, Pune
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Hi Sriahri,
As you are in the HR department of your company, could I ask a favor of filling out a questionnaire for my project survey, which is based on recruitment if you have some time? I am attaching the questionnaire.
Thanks,
Meenakshi
You can email me at: nainmeenu@yahoo.com
From India
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As you are in the HR department of your company, could I ask a favor of filling out a questionnaire for my project survey, which is based on recruitment if you have some time? I am attaching the questionnaire.
Thanks,
Meenakshi
You can email me at: nainmeenu@yahoo.com
From India
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The KRAs are considered to be a parameter for performance is mutually agreed upon by both appraisee and appraiser.
The KRAs are the activities/project/s which are assigned to an employee time to time and are essentially SMART.
It should be:
Specific -
Relevant-
Measurable -
Time-based-
Achievable-
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Key Performance Factors or KPA are the factors that make up an employees' job. KPAs are fixed and are those where the incumbent is doing the maximum value creation for organization.
These 5 Key Performance Factors (In General) are –
Job knowledge
Quality of output
Quantity of output
Cost/time consciousness
Team Work
2 methods adopted to carry on KPF analysis are dependent on size of the team and are-
Team size more or equal to 5
PCR – Paired Comparison & Review - Each employee is compared with all his team members individually on basis of KPFs. He/ she is given 1 ( if better than other with whom he / she is compared) or 0 ( vice-versa). His total individual score is obtained by adding all 1's obtained by him in the sheet.
Individual Weightage score = Total Individual score * Weightage given to each attribute
Individual Attribute Score = Weightage score / No. of employees in the department
Common Organizational Score/PC Score/ KPF Score = Sum of Individual Attribute Scores in all 5 attributes
Team size less than 5
SWR – Strength Weakness & Review -
Individual Attribute Score = Total Score attained in each point of that attribute/ 4
Individual Weightage Score = Individual Attribute score * Weightage given to each attribute
Common Organizational Score/SW Score/ KPF Score = Sum of Individual Weightage Scores in all 5 attributes/5
There can be other factors based on relevant factors.
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The KRAs are the activities/project/s which are assigned to an employee time to time and are essentially SMART.
It should be:
Specific -
Relevant-
Measurable -
Time-based-
Achievable-
--------------------------------------------------------------------------------------
Key Performance Factors or KPA are the factors that make up an employees' job. KPAs are fixed and are those where the incumbent is doing the maximum value creation for organization.
These 5 Key Performance Factors (In General) are –
Job knowledge
Quality of output
Quantity of output
Cost/time consciousness
Team Work
2 methods adopted to carry on KPF analysis are dependent on size of the team and are-
Team size more or equal to 5
PCR – Paired Comparison & Review - Each employee is compared with all his team members individually on basis of KPFs. He/ she is given 1 ( if better than other with whom he / she is compared) or 0 ( vice-versa). His total individual score is obtained by adding all 1's obtained by him in the sheet.
Individual Weightage score = Total Individual score * Weightage given to each attribute
Individual Attribute Score = Weightage score / No. of employees in the department
Common Organizational Score/PC Score/ KPF Score = Sum of Individual Attribute Scores in all 5 attributes
Team size less than 5
SWR – Strength Weakness & Review -
Individual Attribute Score = Total Score attained in each point of that attribute/ 4
Individual Weightage Score = Individual Attribute score * Weightage given to each attribute
Common Organizational Score/SW Score/ KPF Score = Sum of Individual Weightage Scores in all 5 attributes/5
There can be other factors based on relevant factors.
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