Hi! I am a new member of this forum. I am currently pursuing an MBA and am currently on training. I have been given a project to design role job descriptions and identify KRAs for each position. I am finding it difficult to identify KRAs. Can somebody help me with this?
From United States, Boston
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From United States, Boston
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Dear Sehgal, I have seen few posts regarding kra, so type "kras" in search colum and search in this site. you will get few results regarding the same. All the Best.
From India, Bangalore
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6From India, Bangalore
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Better still, a combination of words for the search from this site: "Role descriptions," "Role descriptions," "identifying KRA"...
Also, check out the following link: #1550
All the Best
From Switzerland, Geneva
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Also, check out the following link: #1550
All the Best
From Switzerland, Geneva
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Just a suggestion, for what it's worth, in your study and understanding of KRAs.
Many older texts that covered the study of MBO and Peter Drucker also integrated the issue of KRAs—or Key Result Areas—within the study of the MBO process.
As the term Key Results Area—KRA—has evolved, the term has moved away from the seemingly well-defined areas of Business Management into more esoteric and narrowly focused objectives. KRAs originally focused on areas within the enterprise that could be consistently measured in objective terms and were measured regularly to demonstrate performance.
In my mind, there are always distinct separations between Objectives and Key Result Areas, but more and more in client companies, I'm seeing the two terms blended; creating a mishmash of terms.
When I sit through an investment presentation and hear Investment Bankers discussing the Key Result Areas of an Enterprise, I guarantee you that KRAs of which they speak differ significantly from the KRAs of the Middle Management ranks.
In today's parlance, we must assume that the terms Key Result Areas embrace the Overriding Objectives of yesterday; KRAs will generally be moving targets, subject to results vs. plan; and—to prove out Murphy's Law—will most likely be used to illustrate that which someone has not achieved!
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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Many older texts that covered the study of MBO and Peter Drucker also integrated the issue of KRAs—or Key Result Areas—within the study of the MBO process.
As the term Key Results Area—KRA—has evolved, the term has moved away from the seemingly well-defined areas of Business Management into more esoteric and narrowly focused objectives. KRAs originally focused on areas within the enterprise that could be consistently measured in objective terms and were measured regularly to demonstrate performance.
In my mind, there are always distinct separations between Objectives and Key Result Areas, but more and more in client companies, I'm seeing the two terms blended; creating a mishmash of terms.
When I sit through an investment presentation and hear Investment Bankers discussing the Key Result Areas of an Enterprise, I guarantee you that KRAs of which they speak differ significantly from the KRAs of the Middle Management ranks.
In today's parlance, we must assume that the terms Key Result Areas embrace the Overriding Objectives of yesterday; KRAs will generally be moving targets, subject to results vs. plan; and—to prove out Murphy's Law—will most likely be used to illustrate that which someone has not achieved!
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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Hi Lucky,
Key Result Areas (KRAs) are defined for positions keeping in view the business requirements and targets. For example, for an HR Manager, KRAs could include recruiting people within a specified time frame, conducting Employee Satisfaction Surveys, etc.
For further guidance on roles and responsibilities, you can refer to the book by Mr. Udai Pareek; this will provide you with valuable insights.
Thanks and regards,
Prabhat Saksena
Mobile: 09810246426
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Key Result Areas (KRAs) are defined for positions keeping in view the business requirements and targets. For example, for an HR Manager, KRAs could include recruiting people within a specified time frame, conducting Employee Satisfaction Surveys, etc.
For further guidance on roles and responsibilities, you can refer to the book by Mr. Udai Pareek; this will provide you with valuable insights.
Thanks and regards,
Prabhat Saksena
Mobile: 09810246426
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Job Descriptions samples.doc
HR, Admn & Fin Job Descriptions.zi p