May I request you to please provide me with some information on KPI and KRA as I have to submit details for my appraisal?
If anyone can get me a PPT file on the subject, I shall be grateful.
From United Kingdom, Bristol
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4If anyone can get me a PPT file on the subject, I shall be grateful.
From United Kingdom, Bristol
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Hi Subodh,
KRA = Key Result Areas
KPI = Key Performance Indicators
Key Result Areas are the areas of performance (i.e. which outline the profile of the employee). They, in short, outline the tasks that the employee has to perform and define the work that is expected out of him.
Key Performance Indicators, on the other hand, are ones that indicate the steps or tasks to achieve the result areas. So we can say that Key Performance Indicators are the means which direct the employee to achieve his Key Result Areas.
-Ishita
From India, Mumbai
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KRA = Key Result Areas
KPI = Key Performance Indicators
Key Result Areas are the areas of performance (i.e. which outline the profile of the employee). They, in short, outline the tasks that the employee has to perform and define the work that is expected out of him.
Key Performance Indicators, on the other hand, are ones that indicate the steps or tasks to achieve the result areas. So we can say that Key Performance Indicators are the means which direct the employee to achieve his Key Result Areas.
-Ishita
From India, Mumbai
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Hi friend, KRA = Key responsibilities Area, its related to Job analysis in which you can analysis the Job description and Job Specification. KPI = Key Performing Indicators Regards Vikas Kumar
From India, New Delhi
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From India, New Delhi
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Hi,
Key Result Area, in simple terms, may be defined as the primary responsibilities of an individual - the core area for which each person is accountable. KRAs vary from individual to individual, and employees are predominantly appraised based on their mutually agreed-upon KRAs.
KRAs are always developed after defining the "Job Purpose," which is understanding the requirements of the job.
To provide some examples of KRAs for generic roles:
- KRAs of an HR manager may include:
- Staffing
- Training and Development
- Compensation Planning and Administration
- Statutory Compliance, etc.
Key Performance Indicators (KPIs) are metrics used to define and measure progress towards individual goals or KRAs. KPIs are quantifiable measurements agreed upon beforehand that reflect the critical success factors of an individual. They vary from individual to individual. KPIs may also be referred to as KSIs (Key Success Indicators).
I hope my explanation was clear. Please feel free to revert if you have any queries, and I am sure our friends will share more views on the topic.
Best Regards, :) :)
Madhu.S
From India, Madras
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Key Result Area, in simple terms, may be defined as the primary responsibilities of an individual - the core area for which each person is accountable. KRAs vary from individual to individual, and employees are predominantly appraised based on their mutually agreed-upon KRAs.
KRAs are always developed after defining the "Job Purpose," which is understanding the requirements of the job.
To provide some examples of KRAs for generic roles:
- KRAs of an HR manager may include:
- Staffing
- Training and Development
- Compensation Planning and Administration
- Statutory Compliance, etc.
Key Performance Indicators (KPIs) are metrics used to define and measure progress towards individual goals or KRAs. KPIs are quantifiable measurements agreed upon beforehand that reflect the critical success factors of an individual. They vary from individual to individual. KPIs may also be referred to as KSIs (Key Success Indicators).
I hope my explanation was clear. Please feel free to revert if you have any queries, and I am sure our friends will share more views on the topic.
Best Regards, :) :)
Madhu.S
From India, Madras
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Hi Ishitha, The definitions who have given is very simple to understand and also informative ... Regards Positive
From India
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From India
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Dear friends,
Time and again, queries appear in this forum on the concepts of KPIs, KRAs, and Performance Management System (PMS). Many HR professionals do not know how to design KPIs or KRAs.
For the convenience of everybody, I have attached the "Sample KPI and KRA Manual." The MS Excel Workbook contains five sheets. The first three sheets are related to the construction or real estate industry (Contracts, Design & Development, and Land Survey Department), and the other two are about the port industry (Container Terminal and Project (Mechanical) Department).
The attached manual is a sample one. KPIs or KRAs for other departments are not shared. KPIs and KRAs for the departments mentioned above are not a complete list. The essence of designing KPIs and KRAs lies in their customization. The document is attached to show how customization is done.
I have been giving my replies on this subject time and again. You may go through the following link:
https://www.citehr.com/511936-pms-company.html
Though the above link pertains to the IT company, the reply is applicable to all industries. In the above link, there are several hyperlinks. Go through all the links patiently, and I request you to improve your understanding of PMS.
Please do not raise queries or send me emails to share the complete details of the KPI and KRA Manual as my consulting services are paid. Secondly, my consulting charges are non-negotiable. Therefore, approach me to avail of my consulting services only if your management understands the value and is ready to pay premium prices for designing PMS for your company.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Time and again, queries appear in this forum on the concepts of KPIs, KRAs, and Performance Management System (PMS). Many HR professionals do not know how to design KPIs or KRAs.
For the convenience of everybody, I have attached the "Sample KPI and KRA Manual." The MS Excel Workbook contains five sheets. The first three sheets are related to the construction or real estate industry (Contracts, Design & Development, and Land Survey Department), and the other two are about the port industry (Container Terminal and Project (Mechanical) Department).
The attached manual is a sample one. KPIs or KRAs for other departments are not shared. KPIs and KRAs for the departments mentioned above are not a complete list. The essence of designing KPIs and KRAs lies in their customization. The document is attached to show how customization is done.
I have been giving my replies on this subject time and again. You may go through the following link:
https://www.citehr.com/511936-pms-company.html
Though the above link pertains to the IT company, the reply is applicable to all industries. In the above link, there are several hyperlinks. Go through all the links patiently, and I request you to improve your understanding of PMS.
Please do not raise queries or send me emails to share the complete details of the KPI and KRA Manual as my consulting services are paid. Secondly, my consulting charges are non-negotiable. Therefore, approach me to avail of my consulting services only if your management understands the value and is ready to pay premium prices for designing PMS for your company.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Hello, My name is Habeeba. I want to understand the process of employee performance from self-assessment form to final CGPA scoring. I also need to know the formula for calculating scores annually and monthly. Kindly assist me.
From India, Hyderabad
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From India, Hyderabad
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Hello, Can someone please guide me regarding how to build KRA’s and KPI’s for UI Designer and UX Designer profiles. Regards, Neha Khan
From India, Mumbai
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From India, Mumbai
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How to map the performance of the HR department yearly in order to assess them and provide appropriate increments? What should be the percentage or method to enhance employee satisfaction within the HR department of any company?
From India, Vadodara
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From India, Vadodara
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Kindly share the KRA for real estate company for running the organisation in better way and helping in maintaining the things. on prayer.singh00@gmail.com
From India, Lucknow
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From India, Lucknow
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Performance Management System.doc
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(Fact Checked)-[response] KRA is indeed Key Result Area, representing primary responsibilities. KPI, Key Performance Indicators, measure progress towards goals. (1 Acknowledge point)