Can anyone let me know how a KRA needs to be done? Do we have any format for the same.
From India, Bangalore
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1From India, Bangalore
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Hi Cecilia,
I would like to brief you on your query regarding the format of KRA. Let me inform you that as of now, there is no standard format for KRA. KRAs arise as and when required in a specific job, for a specific period, for a specific sum/total value of a project/job/manpower, and so on. It depends on one's requirements of the above aspects, so it naturally varies from organization to organization, job to job, and project to project.
An HR professional has to identify/observe areas where the management feels they are required for further quality checks. It all depends on whether he/she has all the MIS reports regarding...
Hope I have clarified your query. Feel free to share your views at rajzeen@rediffmail.com.
Bye,
Raj
From India, Hyderabad
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I would like to brief you on your query regarding the format of KRA. Let me inform you that as of now, there is no standard format for KRA. KRAs arise as and when required in a specific job, for a specific period, for a specific sum/total value of a project/job/manpower, and so on. It depends on one's requirements of the above aspects, so it naturally varies from organization to organization, job to job, and project to project.
An HR professional has to identify/observe areas where the management feels they are required for further quality checks. It all depends on whether he/she has all the MIS reports regarding...
Hope I have clarified your query. Feel free to share your views at rajzeen@rediffmail.com.
Bye,
Raj
From India, Hyderabad
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Dear Cecilia,
Key Result Areas (KRAs) are not something that can be designed by HR alone. Furthermore, there are no standard formats for KRAs. KRAs are crucial parts of the job description that may directly correlate with the performance of the individual in question. They represent areas of the job that can be measured to determine the employee's performance rating.
To determine the KRAs for any position, it is necessary to have brainstorming sessions with key individuals from the specific department, the employee in question, and the HR personnel to coordinate the session.
If you have any further queries, feel free to contact me.
Amit Goyal
From India, Delhi
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Key Result Areas (KRAs) are not something that can be designed by HR alone. Furthermore, there are no standard formats for KRAs. KRAs are crucial parts of the job description that may directly correlate with the performance of the individual in question. They represent areas of the job that can be measured to determine the employee's performance rating.
To determine the KRAs for any position, it is necessary to have brainstorming sessions with key individuals from the specific department, the employee in question, and the HR personnel to coordinate the session.
If you have any further queries, feel free to contact me.
Amit Goyal
From India, Delhi
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Hello,
About KRA:
It has to be designed by the individual employee. He/She should be trained first to design his/her KRA. It should be a maximum of 5 to 6, not more than that.
How to design:
First, list down all the activities an employee does, including attending phone calls in between. Then, prioritize the tasks and pick out the activities that can be used to evaluate that person (most critical duties). This becomes his/her KRA. It should be time-bound and measurable, fixed for a year. The employee and the superior sit together to fix the KRA.
Would love to give more details.
With Best Regards,
Ashwini Kumar
09947086068
ash_achu@rediffmail.com
From India, Mumbai
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About KRA:
It has to be designed by the individual employee. He/She should be trained first to design his/her KRA. It should be a maximum of 5 to 6, not more than that.
How to design:
First, list down all the activities an employee does, including attending phone calls in between. Then, prioritize the tasks and pick out the activities that can be used to evaluate that person (most critical duties). This becomes his/her KRA. It should be time-bound and measurable, fixed for a year. The employee and the superior sit together to fix the KRA.
Would love to give more details.
With Best Regards,
Ashwini Kumar
09947086068
ash_achu@rediffmail.com
From India, Mumbai
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Hi Mary, about the KRA , we use the same for our performance Appraisal. i have some of the Job descriptons based on KRA ill send them over to you or put them up here. regards, Deepti
From India, Hyderabad
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From India, Hyderabad
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hey, im putting up our position description let me know if it helped :lol: also let me know how it is done in your organisation. Regards, Deepti
From India, Hyderabad
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From India, Hyderabad
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Dear Marry, I am attaching the KRA format I developped for my Company. You can further work on it. K K Tyagi
From India, Delhi
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From India, Delhi
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Hi Cecelia, I have recently developed one KRA format for our all india staff. You may take reference of this.Group please put your coment on the format please. Regards, Hena
From India, Delhi
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From India, Delhi
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Friends,
Thank you all for your excellent support and advice. I would really work on this at my organization and collate all in one format. This is very useful and necessary information to me. Thank you all once again. I shall post it on the citehr once I am through with the format.
Goodbye,
Cecilia
From India, Bangalore
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Thank you all for your excellent support and advice. I would really work on this at my organization and collate all in one format. This is very useful and necessary information to me. Thank you all once again. I shall post it on the citehr once I am through with the format.
Goodbye,
Cecilia
From India, Bangalore
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Hi All, Thanks very much for posting these sample KRA docs. They have been very helpful in my efforts to customise a KRA doc for our company. Regards, Padmaja
From India, Pune
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From India, Pune
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Dear , I dont know wheteher this kind of format can be used in ur organization or not .but i have started this in my unit on monthly basis u can get some hint from this.
From India
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From India
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Hello Mary,
KRA (Key Result Area) is described as some of the important functional areas where the functionality or the outcome of the process is fully dependent. These areas are fixed based on productivity, clients' requirements involving quality, numbers, time schedule, etc. They are chosen based on the weightage given to each and every subprocess built within a process.
For example, in an organization where employee turnover is high, the KRA set for HR Manager/Executive is the percentage of attrition arrested or the percentage of employees retained compared to the previous period, within a specified time frame.
There cannot be a specific format for KRA since it varies from process to process, department to department, and organization to organization. KRAs should be determined based on the importance assigned to a particular field in a process.
These KRAs should be limited to a minimum number, ideally between 3 to 8. The evaluation process would resemble a Performance Appraisal, and the importance of the specific function cannot be overlooked.
Regards,
Elamurugu
From India, Madras
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KRA (Key Result Area) is described as some of the important functional areas where the functionality or the outcome of the process is fully dependent. These areas are fixed based on productivity, clients' requirements involving quality, numbers, time schedule, etc. They are chosen based on the weightage given to each and every subprocess built within a process.
For example, in an organization where employee turnover is high, the KRA set for HR Manager/Executive is the percentage of attrition arrested or the percentage of employees retained compared to the previous period, within a specified time frame.
There cannot be a specific format for KRA since it varies from process to process, department to department, and organization to organization. KRAs should be determined based on the importance assigned to a particular field in a process.
These KRAs should be limited to a minimum number, ideally between 3 to 8. The evaluation process would resemble a Performance Appraisal, and the importance of the specific function cannot be overlooked.
Regards,
Elamurugu
From India, Madras
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Kra format.doc
KRA format.xls