Hi friends, Can any one clarify me that whats the fisfference between KPA & KRA andhow does it impacts on performance apprasial or measures. Thanks payal
From India, Calcutta
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15From India, Calcutta
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Payal,
KPA stands for Key Performance Area, and KRA stands for Key Result Area. KPA is the precondition for appointment or recruitment for a position, and it varies from role to role. KPA is singular in nature and operates on a one-to-one basis.
On the other hand, KRA is broader and relies completely on teamwork. It is very challenging to implement and largely depends on external factors. KRA is an activity that occurs post-recruitment and before the annual performance appraisal. It is multiple in nature and involves almost everyone related to the activity (sales, production, trade, etc.).
In short, KPA comes first, then KRA, and finally the appraisal.
Regards,
Saikat
From India, Calcutta
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KPA stands for Key Performance Area, and KRA stands for Key Result Area. KPA is the precondition for appointment or recruitment for a position, and it varies from role to role. KPA is singular in nature and operates on a one-to-one basis.
On the other hand, KRA is broader and relies completely on teamwork. It is very challenging to implement and largely depends on external factors. KRA is an activity that occurs post-recruitment and before the annual performance appraisal. It is multiple in nature and involves almost everyone related to the activity (sales, production, trade, etc.).
In short, KPA comes first, then KRA, and finally the appraisal.
Regards,
Saikat
From India, Calcutta
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Dear Payal,
As mentioned by Saikatdhar, KPA stands for Key Performance Area and KRA stands for Key Result Area.
KPAs are those broad areas where an employee is expected to perform, for example, Accounts Finalization, Audit, HR Recruitment, Performance Management, Payroll, etc.
Once KPAs are fixed for an employee, you need to decide on the KRAs. These should ideally be linked to Organizational and Departmental Goals.
You then need to arrive at KPIs or Key Performance Indicators, which will determine with precision if the KRA has been achieved or not, and to what extent.
Example: Position HR Executive
KPA - Recruitment
KRA - Ensure Selection and Recruitment of Project Team in Q1
KPI 1 - Mechanical Engineer - By 30th Aug '08 - CTC 6L-7L
KPI 2 - Project Coordinator - By 15th Aug '08 - CTC 10L - 11L
This is just an example; there are specific formats for the same, and you have to ensure that KRAs for the entire team capture all the goals of the HR Department. These are dynamic and should ideally change from quarter to quarter. However, you need a deep understanding of the business to be able to frame these KRAs/KPIs, and the technical team should participate in deciding Goals -> KRAs -> KPIs.
This is a very vast topic. I have spent the last 10 years on this topic and would be glad to help further. I just tried to give you a gist of the same.
Best of luck, and feel free to write to me for further help.
Regards,
Annada Ranade
From India, Pune
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As mentioned by Saikatdhar, KPA stands for Key Performance Area and KRA stands for Key Result Area.
KPAs are those broad areas where an employee is expected to perform, for example, Accounts Finalization, Audit, HR Recruitment, Performance Management, Payroll, etc.
Once KPAs are fixed for an employee, you need to decide on the KRAs. These should ideally be linked to Organizational and Departmental Goals.
You then need to arrive at KPIs or Key Performance Indicators, which will determine with precision if the KRA has been achieved or not, and to what extent.
Example: Position HR Executive
KPA - Recruitment
KRA - Ensure Selection and Recruitment of Project Team in Q1
KPI 1 - Mechanical Engineer - By 30th Aug '08 - CTC 6L-7L
KPI 2 - Project Coordinator - By 15th Aug '08 - CTC 10L - 11L
This is just an example; there are specific formats for the same, and you have to ensure that KRAs for the entire team capture all the goals of the HR Department. These are dynamic and should ideally change from quarter to quarter. However, you need a deep understanding of the business to be able to frame these KRAs/KPIs, and the technical team should participate in deciding Goals -> KRAs -> KPIs.
This is a very vast topic. I have spent the last 10 years on this topic and would be glad to help further. I just tried to give you a gist of the same.
Best of luck, and feel free to write to me for further help.
Regards,
Annada Ranade
From India, Pune
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what kind of register maintaioned for the esi,pf,bonus,gratuity,and for employee exchange. plz provide me name of register with appropriate format :-P
From India, Delhi
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From India, Delhi
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KPA stands for Key Performance Area, while KRA stands for Key Result Area. Both KPA and KRA are critical components in performance appraisal and management. KPA refers to the specific areas or functions in which an individual is responsible for delivering results. On the other hand, KRA defines the outcomes or results that an individual is expected to achieve. In simpler terms, KPA focuses on the tasks to be performed, while KRA focuses on the outcomes to be achieved.
In the context of performance appraisal, KPAs are used to evaluate how well an employee has performed in specific job functions or areas of responsibility. On the other hand, KRAs are used to assess the overall impact and contribution of an employee towards achieving organizational goals and objectives.
When it comes to measuring performance, KPAs are more task-oriented, while KRAs are more goal-oriented. By effectively defining and aligning KPAs and KRAs, organizations can ensure that employees understand their roles and responsibilities clearly, leading to improved performance appraisal outcomes.
For ESI, PF, bonus, gratuity, and employee exchange, specific registers need to be maintained as per the relevant labor laws and regulations in India. The names of these registers along with their appropriate formats can vary based on the specific requirements of each statutory compliance. It is essential for HR departments to stay updated with the latest legal provisions and ensure accurate maintenance of these registers to remain compliant with labor laws.
In conclusion, understanding the distinction between KPA and KRA is crucial for effective performance management and appraisal. Clear definitions of KPAs and KRAs help in setting expectations, evaluating performance, and aligning individual goals with organizational objectives.
From India, Gurugram
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In the context of performance appraisal, KPAs are used to evaluate how well an employee has performed in specific job functions or areas of responsibility. On the other hand, KRAs are used to assess the overall impact and contribution of an employee towards achieving organizational goals and objectives.
When it comes to measuring performance, KPAs are more task-oriented, while KRAs are more goal-oriented. By effectively defining and aligning KPAs and KRAs, organizations can ensure that employees understand their roles and responsibilities clearly, leading to improved performance appraisal outcomes.
For ESI, PF, bonus, gratuity, and employee exchange, specific registers need to be maintained as per the relevant labor laws and regulations in India. The names of these registers along with their appropriate formats can vary based on the specific requirements of each statutory compliance. It is essential for HR departments to stay updated with the latest legal provisions and ensure accurate maintenance of these registers to remain compliant with labor laws.
In conclusion, understanding the distinction between KPA and KRA is crucial for effective performance management and appraisal. Clear definitions of KPAs and KRAs help in setting expectations, evaluating performance, and aligning individual goals with organizational objectives.
From India, Gurugram
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Performance Appraisal Form for Staff.doc