abhishreshthaa
Abhijeet S
KEY RESULTS AREAS (KRA’s)
A KRA refers to goals which are crucial to the realization of the corporate business goals.
A KRA is a statement of commitment to move to a defined goal by optimizing given resources.
It must be challenging, time bound and linked to the enhancement of the overall business goals.
Ideally an Executive should have between 4-7 KRA’s.
KRA’s should be set at the beginning of the year along with the immediate superior.
KRA’s should be in the format enclosed.
The appraiser, appraisee and Human Resources should have a copy each of the KRA’s.
KRA’s should be brief specific quantifiable statement of an expected outcome.
Example
Unacceptable Reasons Acceptable
To ensure that Overtime working is significantly curtailed & controlled in the department.
General statement. Not time bound. Not quantified.
To achieve a reduction of 25% in the number of hours overtime in 2002 tablets department as compared to 2001.
To bring down the level of Overdues in Exports by a substantial measure in the current accounting year.
Not quantified. Lacks specificity.
To bring down the level of overdues in exports from the present level of 26 days to an agreed level of 18 days.
To improve product yield to meet standards.
Not clear, not time bound, not quantified.
Improve yield of pheniramine maleate by ...% before the end of 3rd quarter to exceed defined minimum requirement.
Conduct routine sample analysis.
This is an activity not an objective or target.
Achieve a reduction in lead time for sample analysis of analgestic group products by 20% during the year.
KRA’s should be given weightages in the column (points allotted) in the Task Sheet, in accordance with their relative importance.
Example: ASSIGNMENT OF WEIGHTAGES TO INDIVIDUAL
OBJECTIVES.
A regular feedback between the appraiser and the appraisee will give the employee inputs throughout the year about his performance. The appraiser and the appraisee should have a tentative date plan for a quarterly process review session. The action plan can include types of assignments/functions which can be added or changed to contribute to job enrichment.
Each one will know precisely what results one is accountable for.
Steps to determine KRA’s:
(Verb)
(What)
by
(How)
For .e.g.: Determining KRA for the Administrative Assistant of Hydraulic repairs team.
Ensure
The financing & HR department receives required information concerning the hydraulic teams performance
By
Collecting and accurately summarizing all information regarding the terms repair work and employee data and ensuring this information is conveyed on time.
A KRA refers to goals which are crucial to the realization of the corporate business goals.
A KRA is a statement of commitment to move to a defined goal by optimizing given resources.
It must be challenging, time bound and linked to the enhancement of the overall business goals.
Ideally an Executive should have between 4-7 KRA’s.
KRA’s should be set at the beginning of the year along with the immediate superior.
KRA’s should be in the format enclosed.
The appraiser, appraisee and Human Resources should have a copy each of the KRA’s.
KRA’s should be brief specific quantifiable statement of an expected outcome.
Example
Unacceptable Reasons Acceptable
To ensure that Overtime working is significantly curtailed & controlled in the department.
General statement. Not time bound. Not quantified.
To achieve a reduction of 25% in the number of hours overtime in 2002 tablets department as compared to 2001.
To bring down the level of Overdues in Exports by a substantial measure in the current accounting year.
Not quantified. Lacks specificity.
To bring down the level of overdues in exports from the present level of 26 days to an agreed level of 18 days.
To improve product yield to meet standards.
Not clear, not time bound, not quantified.
Improve yield of pheniramine maleate by ...% before the end of 3rd quarter to exceed defined minimum requirement.
Conduct routine sample analysis.
This is an activity not an objective or target.
Achieve a reduction in lead time for sample analysis of analgestic group products by 20% during the year.
KRA’s should be given weightages in the column (points allotted) in the Task Sheet, in accordance with their relative importance.
Example: ASSIGNMENT OF WEIGHTAGES TO INDIVIDUAL
OBJECTIVES.
A regular feedback between the appraiser and the appraisee will give the employee inputs throughout the year about his performance. The appraiser and the appraisee should have a tentative date plan for a quarterly process review session. The action plan can include types of assignments/functions which can be added or changed to contribute to job enrichment.
Each one will know precisely what results one is accountable for.
Steps to determine KRA’s:
(Verb)
(What)
by
(How)
For .e.g.: Determining KRA for the Administrative Assistant of Hydraulic repairs team.
Ensure
The financing & HR department receives required information concerning the hydraulic teams performance
By
Collecting and accurately summarizing all information regarding the terms repair work and employee data and ensuring this information is conveyed on time.