Dear friends,
Recently, I have seen one of the guys go for an interview where he was asked to set some KRAs on Employee Engagement. His response to the interviewer was: "As per the interviewer, everything is in place like HR helpdesk, intranet, etc., so he doesn't need to do anything on this part."
In the above situation, my friend mentioned that first, one has to understand the actual status to be able to set some KRAs on Employee Engagement. The question arises whether he was correct in his approach and if he can set the KRAs during the interview without comprehensive knowledge. He has already suggested a couple of things like HR helpdesk, Intranet, and Junk mails where employees can express their views freely. However, according to the interviewer, everything is already in place, and this is part of an established process where he seeks to define the KRAs.
I am looking forward to your suggestions.
Regards, Rupendra
From India, New Delhi
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Recently, I have seen one of the guys go for an interview where he was asked to set some KRAs on Employee Engagement. His response to the interviewer was: "As per the interviewer, everything is in place like HR helpdesk, intranet, etc., so he doesn't need to do anything on this part."
In the above situation, my friend mentioned that first, one has to understand the actual status to be able to set some KRAs on Employee Engagement. The question arises whether he was correct in his approach and if he can set the KRAs during the interview without comprehensive knowledge. He has already suggested a couple of things like HR helpdesk, Intranet, and Junk mails where employees can express their views freely. However, according to the interviewer, everything is already in place, and this is part of an established process where he seeks to define the KRAs.
I am looking forward to your suggestions.
Regards, Rupendra
From India, New Delhi
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Dear Rupendra,
I was a little bit confused with your posting. I hope you meant to ask about KRAs of Employee Engagements. For me, KRAs depend mainly on the nature of business, and as such, without knowing anything about the organization, we shall not be able to set KRAs.
If an interviewer had asked a question like this, you or your friend could have answered that KRAs will be fixed depending upon the situation and the requirements of the organization, and the KRAs will also be flexible.
I hope you could get it.
Regards,
Madhu.T.K
From India, Kannur
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4526I was a little bit confused with your posting. I hope you meant to ask about KRAs of Employee Engagements. For me, KRAs depend mainly on the nature of business, and as such, without knowing anything about the organization, we shall not be able to set KRAs.
If an interviewer had asked a question like this, you or your friend could have answered that KRAs will be fixed depending upon the situation and the requirements of the organization, and the KRAs will also be flexible.
I hope you could get it.
Regards,
Madhu.T.K
From India, Kannur
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Employee Engagement is an activity wherein your work mainly involves engaging the employees in events, activities, or schemes, thereby enhancing their participation. As someone already replied, it depends on the nature of work the organization is doing. For example, for a BPO, this may include Buzz activities to break the monotony of the work environment. This could involve introducing good incentive schemes, such as setting targets and appropriately rewarding them upon accomplishment (prizes, cash rewards, or trips).
One can also celebrate unique days, even without occasions. For instance, celebrating a "Pink Day" in the organization, where everyone dresses in pink, and selecting a male and female candidate as the best-dressed. Additionally, one can research famous days, create a presentation, and organize a quiz or contest based on the theme. For example, we celebrated World Environment Day with the launch of our CLEAN DESK POLICY, where we appreciate and reward the cleanest workstation every Monday.
There can also be organized contests that enhance employee participation and create a light and satisfying work environment, all of which are part of the Employee Engagement profile. Although I am not very experienced in the corporate world, I hope you find this reply helpful.
Regards,
Mansi Kanv
From India, Delhi
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One can also celebrate unique days, even without occasions. For instance, celebrating a "Pink Day" in the organization, where everyone dresses in pink, and selecting a male and female candidate as the best-dressed. Additionally, one can research famous days, create a presentation, and organize a quiz or contest based on the theme. For example, we celebrated World Environment Day with the launch of our CLEAN DESK POLICY, where we appreciate and reward the cleanest workstation every Monday.
There can also be organized contests that enhance employee participation and create a light and satisfying work environment, all of which are part of the Employee Engagement profile. Although I am not very experienced in the corporate world, I hope you find this reply helpful.
Regards,
Mansi Kanv
From India, Delhi
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Hi all,
For me, KRA (Key Result Areas) relates more to the core requirements of a job, which are mainly used as an evaluating parameter (performance appraisal) for an employee. This should include the duties and responsibilities the concerned employee is to be vested with. Based on the scores against each of the KRAs, the employee will be assigned grades/marks that will have an impact on promotions, increments, performance bonuses, and the like.
Employee engagement, on the other hand, involves additional activities apart from the core job responsibilities, such as social gatherings, informal events, outings, etc.
Experts, please correct if I am wrong.
- Saravana Rajan
From India, Mumbai
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For me, KRA (Key Result Areas) relates more to the core requirements of a job, which are mainly used as an evaluating parameter (performance appraisal) for an employee. This should include the duties and responsibilities the concerned employee is to be vested with. Based on the scores against each of the KRAs, the employee will be assigned grades/marks that will have an impact on promotions, increments, performance bonuses, and the like.
Employee engagement, on the other hand, involves additional activities apart from the core job responsibilities, such as social gatherings, informal events, outings, etc.
Experts, please correct if I am wrong.
- Saravana Rajan
From India, Mumbai
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Shweta, KRA is nothing but Key Result Area. To explain u in brief, it is the job responsibilty of the particular position where we can measure the performance of the employee.
From India, New Delhi
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From India, New Delhi
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Hi Prathima,
Thanks for your reply! I am currently working with a BPO (call center) as an HR. This is a new sector for me as an HR. Can you explain apart from MIS what kind of HR functions can be applicable to this industry?
Shweta
From India, Ahmadabad
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Thanks for your reply! I am currently working with a BPO (call center) as an HR. This is a new sector for me as an HR. Can you explain apart from MIS what kind of HR functions can be applicable to this industry?
Shweta
From India, Ahmadabad
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Shwetha,
As you mentioned you are from the BPO industry, I suggest focusing more on employee engagement and retention measures. Attrition and stress levels are highest in these BPOs. Therefore, implement more employee welfare schemes. Define proper KRAs for all positions so that they can be used to measure employee performance. Conduct regular employee surveys to gauge employee satisfaction levels through survey forms.
From India, New Delhi
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As you mentioned you are from the BPO industry, I suggest focusing more on employee engagement and retention measures. Attrition and stress levels are highest in these BPOs. Therefore, implement more employee welfare schemes. Define proper KRAs for all positions so that they can be used to measure employee performance. Conduct regular employee surveys to gauge employee satisfaction levels through survey forms.
From India, New Delhi
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