Hello All, Can anybody help me in this small presentation of KRA? plz provide some useful guide line about KRA. Regards, Madhu
From India, Gurgaon
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8From India, Gurgaon
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Hi ,, this was posted by Leo Lingham .one of our eminent member ....
this is with an example of Training dept..hope this will help you...Thanks again Leo for such a wonderful article ..
KRA and KPI of Training Coordinator
THIS IS A BIT GENERAL. YOU CAN TAKE YOUR OWN ''TRAINING COORDINATOR JOB DESCRIPTION''
AND TAILOR IT TO YOUR REQUIREMENTS.
==============================================
AS the first step to build KRAs ,
YOU must visit
YOUR COMPANY'S
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.
----------------------------------------------------------------- --------------
THEN REVIEW YOUR HR DEPARTMENT'S
-HR OBJECTIVES
-HR STRATEGIES
ALIGN IT WITH CORPORATE OBJECTIVES/ STRATEGIES
----------------------------------------------------------------- --------------
THEN REVIEW YOUR TRAINING SECTION'S
- OBJECTIVES
- STRATEGIES
ALIGN IT WITH CORPORATE OBJECTIVES/ STRATEGIES
==================================================
KRAs
Key Result Areas
Key Result Areas or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).
Value
Identifying KRAs helps individuals:
Clarify their roles
Align their roles to the organisation's business or strategic plan
Focus on results rather than activities
Communicate their role's purposes to others
Set goals and objectives
Prioritize their activities, and therefore improve their time/work management
Make value-added decisions
Description
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
================================================== =============== =
NOW YOU SHOULD WORK OUT YOUR KRAs, based on your training coordinator's
job description
================================================== =============== =======
KRA 1
*DELIVER INSTRUCTIONS TO NEW HIRES [ kpi = how many new hires trained]in 12 months.
KRA 2
*PLANS/ IMPLEMENTS STAFF TRAINING PROGRAMS[kpi = how many programs vs planned]in 12 months
KRA 3
*CONDUCT CONTINUING EDUCATION PROGRAMS [ kpi =how many programs conducted]in 12 months.
KRA 4
*CONDUCT SPECIAL SPECIFIC TRAINING PROGRAMS [ kpi =how many programs conducted]in 12 months.
KRA 5
*training administrative work such as tracking of new materials, timekeeping, and other administrative tasks as required in a timely and accurate manner. [ QUALITY RATINGS against STANDARD CRITERIA.]
KRA 6
*Facilitate transition of new hire from training to work environment, ensuring competency levels are sufficient. [ QUALITY RATINGS
against STANDARD CRITERIA]
KRA 7
*Create, Develop,Support and participate in continuous improvement initiatives.[kpi=how many in 12 months]
KRA 8
*Evaluation of training impact on organization effectiveness
[ kpi = QUALITY RATINGS against STANDARD CRITERIA]
==================================================
REGARDS
LEO LINGHAM
From India, Calcutta
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this is with an example of Training dept..hope this will help you...Thanks again Leo for such a wonderful article ..
KRA and KPI of Training Coordinator
THIS IS A BIT GENERAL. YOU CAN TAKE YOUR OWN ''TRAINING COORDINATOR JOB DESCRIPTION''
AND TAILOR IT TO YOUR REQUIREMENTS.
==============================================
AS the first step to build KRAs ,
YOU must visit
YOUR COMPANY'S
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.
----------------------------------------------------------------- --------------
THEN REVIEW YOUR HR DEPARTMENT'S
-HR OBJECTIVES
-HR STRATEGIES
ALIGN IT WITH CORPORATE OBJECTIVES/ STRATEGIES
----------------------------------------------------------------- --------------
THEN REVIEW YOUR TRAINING SECTION'S
- OBJECTIVES
- STRATEGIES
ALIGN IT WITH CORPORATE OBJECTIVES/ STRATEGIES
==================================================
KRAs
Key Result Areas
Key Result Areas or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).
Value
Identifying KRAs helps individuals:
Clarify their roles
Align their roles to the organisation's business or strategic plan
Focus on results rather than activities
Communicate their role's purposes to others
Set goals and objectives
Prioritize their activities, and therefore improve their time/work management
Make value-added decisions
Description
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
================================================== =============== =
NOW YOU SHOULD WORK OUT YOUR KRAs, based on your training coordinator's
job description
================================================== =============== =======
KRA 1
*DELIVER INSTRUCTIONS TO NEW HIRES [ kpi = how many new hires trained]in 12 months.
KRA 2
*PLANS/ IMPLEMENTS STAFF TRAINING PROGRAMS[kpi = how many programs vs planned]in 12 months
KRA 3
*CONDUCT CONTINUING EDUCATION PROGRAMS [ kpi =how many programs conducted]in 12 months.
KRA 4
*CONDUCT SPECIAL SPECIFIC TRAINING PROGRAMS [ kpi =how many programs conducted]in 12 months.
KRA 5
*training administrative work such as tracking of new materials, timekeeping, and other administrative tasks as required in a timely and accurate manner. [ QUALITY RATINGS against STANDARD CRITERIA.]
KRA 6
*Facilitate transition of new hire from training to work environment, ensuring competency levels are sufficient. [ QUALITY RATINGS
against STANDARD CRITERIA]
KRA 7
*Create, Develop,Support and participate in continuous improvement initiatives.[kpi=how many in 12 months]
KRA 8
*Evaluation of training impact on organization effectiveness
[ kpi = QUALITY RATINGS against STANDARD CRITERIA]
==================================================
REGARDS
LEO LINGHAM
From India, Calcutta
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Dear Sari,
It was a fantastic presentation. I am using it to educate my staff here. I am sure they will understand why they are being asked to write about their roles and why their roles are important. Great! Keep it up and thanks for sharing it with us.
Regards,
Anjali
From India, Gurgaon
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It was a fantastic presentation. I am using it to educate my staff here. I am sure they will understand why they are being asked to write about their roles and why their roles are important. Great! Keep it up and thanks for sharing it with us.
Regards,
Anjali
From India, Gurgaon
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Dear Sir your presentation was excelent . I want to know about the KRA tools,Award & calculation 's & formulas. Pls help me out. warm regards Sandeep
From India, Pune
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From India, Pune
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Can someone help me with the definition of "Administrative Skill"? I need to put a description of "Administrative Skill" in my company's new performance appraisal form, so that it's easier for the appraiser to understand and rate accordingly.
Appreciate your help. Thanks.
Regards,
Ashley
From Malaysia, Kuala Lumpur
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Appreciate your help. Thanks.
Regards,
Ashley
From Malaysia, Kuala Lumpur
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Administrative Skills:- Facility Management Stock Management Vendor Management TransportationMgmt Pantry /Recreational Mgmt Housekeeping Mgmt Anu :D
From India, Calcutta
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From India, Calcutta
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Hi,
The PPT on KRA is really very useful. Thanks for sharing it with us. Now, can you help me with information on KRO (Key Role Objective), KPR (Key Performance Reflector), and KPI (Key Performance Indicator)?
Regards,
Jyoti
From India, Bombay
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The PPT on KRA is really very useful. Thanks for sharing it with us. Now, can you help me with information on KRO (Key Role Objective), KPR (Key Performance Reflector), and KPI (Key Performance Indicator)?
Regards,
Jyoti
From India, Bombay
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Hi,
I am Mahesh CH, a postgraduate in the discipline of Human Resource Management from Andhra University. I have gone through your presentation on KRA, but I couldn't read it because it was prepared in the local language. Could you please prepare it in English so that the majority of people can access it?
Thanks and regards,
Mahesh CH
From India, Hyderabad
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I am Mahesh CH, a postgraduate in the discipline of Human Resource Management from Andhra University. I have gone through your presentation on KRA, but I couldn't read it because it was prepared in the local language. Could you please prepare it in English so that the majority of people can access it?
Thanks and regards,
Mahesh CH
From India, Hyderabad
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Hi Madhu,
This is Harish here. I have recently joined this network. I guess I can add some value to your presentation. I am furnishing a process flow for your presentation:
1. KRA depends on the verticals he/she represents.
2. Identifying the potential and achievements of every member of the vertical.
3. Focusing them towards their strengths and weaknesses.
4. Value addition points to overcome their weaknesses.
5. SWOT analysis could be taken as a parameter to define KRA.
6. SMART analysis would be another key parameter to be considered.
7. The right person in the right slot attitude makes a lot of difference.
I hope these inputs add value to your presentation.
From India, Madras
Acknowledge(0)Amend(0)
This is Harish here. I have recently joined this network. I guess I can add some value to your presentation. I am furnishing a process flow for your presentation:
1. KRA depends on the verticals he/she represents.
2. Identifying the potential and achievements of every member of the vertical.
3. Focusing them towards their strengths and weaknesses.
4. Value addition points to overcome their weaknesses.
5. SWOT analysis could be taken as a parameter to define KRA.
6. SMART analysis would be another key parameter to be considered.
7. The right person in the right slot attitude makes a lot of difference.
I hope these inputs add value to your presentation.
From India, Madras
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hi thanks for your sharing information about KRA may i know why KRA is followed / implement in the organization bcoz am doing MBA in HR. so need the importance of this with regards vino :)
From India, Madras
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From India, Madras
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