Hi, I am suppose to design the KRA for newly joined management trainees for sales, HR and operations. How do I go about it?
From India, Mumbai
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From India, Mumbai
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Dear Shruti,
Begin with understanding the role of the position by looking at the job description (JD). This should tell you what individuals in that role are expected to do.
At the same time, it's important to know that the JD is specific to the position and not necessarily to the person. Two people in the same role will have different KRAs.
For example, a salesperson: The JD lists down the role to be performed by the person.
KRAs are those pointers/aspects that indicate that a person has performed their role well.
So, a KRA for a salesperson will be to send 5 proposals in a day, attend 3 meetings a day, generate 1 lakh revenue in a month, and so on. These are very specific and objective targets that allow you to gauge whether the person has done their job.
This will be different for two salespeople, for instance, a salesperson in a Website Designing company. Person A - has to generate 1 lakh through institutional sales; Person B generates 1 lakh through corporate sales.
In recruitment, for example, release an offer to a candidate 30 days from receiving the request, with the cost of recruitment not exceeding 10,000 per candidate, and so on.
In training, for instance, complete 10 mandays of training per staff member.
For finance staff, it will be based on working capital requirements, and for OD/strategic HR roles, the attrition % should not be more than, say, 10%.
I hope the above helps. You may have to talk to your seniors and respective business heads to identify KRAs. Best Wishes!
From India, Mumbai
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20Begin with understanding the role of the position by looking at the job description (JD). This should tell you what individuals in that role are expected to do.
At the same time, it's important to know that the JD is specific to the position and not necessarily to the person. Two people in the same role will have different KRAs.
For example, a salesperson: The JD lists down the role to be performed by the person.
KRAs are those pointers/aspects that indicate that a person has performed their role well.
So, a KRA for a salesperson will be to send 5 proposals in a day, attend 3 meetings a day, generate 1 lakh revenue in a month, and so on. These are very specific and objective targets that allow you to gauge whether the person has done their job.
This will be different for two salespeople, for instance, a salesperson in a Website Designing company. Person A - has to generate 1 lakh through institutional sales; Person B generates 1 lakh through corporate sales.
In recruitment, for example, release an offer to a candidate 30 days from receiving the request, with the cost of recruitment not exceeding 10,000 per candidate, and so on.
In training, for instance, complete 10 mandays of training per staff member.
For finance staff, it will be based on working capital requirements, and for OD/strategic HR roles, the attrition % should not be more than, say, 10%.
I hope the above helps. You may have to talk to your seniors and respective business heads to identify KRAs. Best Wishes!
From India, Mumbai
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