Tackling with KRA's KPI's everywhere...
Apart from the path of specification KRA also helps you get the following benefits:
Have clearly defined and achievable goals.
Measure your progress during the year in terms of identified targets.
Manage your skills development. Identify areas for development (skills gaps which exist).
Contribute to the company’s Wealth Creation.
Obtain timely feedback that will allow you to change direction when needed.
Promote an environment of self-management.
People should set targets in the following manner that helps you understand the objectives behind you setting targets for self:
S – Specific unable you to understand what must be done?
M – Measurable unable you to understand when are it done?
A – Achievable unable you to understand why can I do it?
R – Results unable you to understand what’s in it for me?
T – Timing unable you to understand when must it is done?
M – Monitor unable you to understand Monitoring
The following format will help make you clear of the concept of KRA
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible.
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.
Importance of KRAs.
Set goals and objectives
Prioritize their activities, and therefore improve their time/work management
Make value-added decisions
Clarify roles of department or individual
Focus on results rather than activities
Align their roles to the organization’s business or strategic plan
Communicate their role’s purposes to others
Conditions of KRAs
Key result areas (KRAs) capture about 80% of the department’s work role. The remainders are usually devoted to areas of shared responsibility.
Each KRA should capture at least 5 % of work role
Types of KRAs:
Training KRAs
Management KRA
Purchasing KRA
RD KRA
Administration KRA
Finance KRA
HR KRA
Manufacturing KRA
Quality KRA
Marketing KRA
Sales KRA
Training KRAs can include: (can apply for KPIs management)
1. Identify causes of delays in conducting training and reduce it by 3%
2. Take training in the areas of
to upgrade the latest developments in these areas by July’2010.
It may include subject knowledge, communication skills, computer skills,
3. The feedback from participants on Program ABC to be improved from 75% Very Good rating to 85% very good rating.
4. Feedback on Effectiveness of training conducted 3 months ago to be take from superiors of the participants to understand usefulness and improvement areas.
6. Conduct Training of 5 batches of ………… by Jun 2010.
7. Prepare method for calculating cost of training by 10th Dec. Take KRA to reduce this by 7% by the end of next quarter.
5. Develop training module content in the area of ………….. by May 2010.
Training Kpi
Training KPIs include key performance indicators as follows:
1. Training costing
Company training expenditure (% of salaries and wages)
2. Training hours
Average number of training hours per employee
3. Training certificates
Number of employees completing sponsored MBA programs
4. Training courses
Number of courses offered
Number of courses implemented.
5. Training satisfaction
Employee satisfaction with training.
6. Training budget
% of HR budget spent on training
Average training costs per employee
7. Training results
% of employees gone through training
Average time to competence. That is average time it takes until expected competence level is reached.
% & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
e-learning courses utilized
% of e-learning pass rate
Therefore, giving priority in your business to identifying your key result areas is pivotal to your business success
Apart from the path of specification KRA also helps you get the following benefits:
Have clearly defined and achievable goals.
Measure your progress during the year in terms of identified targets.
Manage your skills development. Identify areas for development (skills gaps which exist).
Contribute to the company’s Wealth Creation.
Obtain timely feedback that will allow you to change direction when needed.
Promote an environment of self-management.
People should set targets in the following manner that helps you understand the objectives behind you setting targets for self:
S – Specific unable you to understand what must be done?
M – Measurable unable you to understand when are it done?
A – Achievable unable you to understand why can I do it?
R – Results unable you to understand what’s in it for me?
T – Timing unable you to understand when must it is done?
M – Monitor unable you to understand Monitoring
The following format will help make you clear of the concept of KRA
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible.
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.
Importance of KRAs.
Set goals and objectives
Prioritize their activities, and therefore improve their time/work management
Make value-added decisions
Clarify roles of department or individual
Focus on results rather than activities
Align their roles to the organization’s business or strategic plan
Communicate their role’s purposes to others
Conditions of KRAs
Key result areas (KRAs) capture about 80% of the department’s work role. The remainders are usually devoted to areas of shared responsibility.
Each KRA should capture at least 5 % of work role
Types of KRAs:
Training KRAs
Management KRA
Purchasing KRA
RD KRA
Administration KRA
Finance KRA
HR KRA
Manufacturing KRA
Quality KRA
Marketing KRA
Sales KRA
Training KRAs can include: (can apply for KPIs management)
1. Identify causes of delays in conducting training and reduce it by 3%
2. Take training in the areas of
to upgrade the latest developments in these areas by July’2010.
It may include subject knowledge, communication skills, computer skills,
3. The feedback from participants on Program ABC to be improved from 75% Very Good rating to 85% very good rating.
4. Feedback on Effectiveness of training conducted 3 months ago to be take from superiors of the participants to understand usefulness and improvement areas.
6. Conduct Training of 5 batches of ………… by Jun 2010.
7. Prepare method for calculating cost of training by 10th Dec. Take KRA to reduce this by 7% by the end of next quarter.
5. Develop training module content in the area of ………….. by May 2010.
Training Kpi
Training KPIs include key performance indicators as follows:
1. Training costing
Company training expenditure (% of salaries and wages)
2. Training hours
Average number of training hours per employee
3. Training certificates
Number of employees completing sponsored MBA programs
4. Training courses
Number of courses offered
Number of courses implemented.
5. Training satisfaction
Employee satisfaction with training.
6. Training budget
% of HR budget spent on training
Average training costs per employee
7. Training results
% of employees gone through training
Average time to competence. That is average time it takes until expected competence level is reached.
% & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
e-learning courses utilized
% of e-learning pass rate
Therefore, giving priority in your business to identifying your key result areas is pivotal to your business success