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KRA's and the KPI's
Human Resources » Performance Management


Chrm Message From: mishram Total Posts: 17 Join Date: 27/03/2009
Rank: Executive Post Date: 09/11/2011 12:21:15 Points: 85 Location: India
Hi Everyone,

I am working on the Performance Managment System in my organisation.

I need to know that how do we corelate the KRA's and the KPI's of the employees.

What i understand is that for Sales and Marketing people we can link it up the targets but what about the departments wherein they dont have any specific target to be achieved.

Can any one enlighten me on this. I need to know the details of the system.

Thanks and Regards.
Chrm Message From: sumitha.walia Total Posts: 17 Join Date: 27/03/2009  
Rank: Executive Post Date: 10/12/2015 10:45:57 Points: 85 Location: India

Hello,

I am also looking to redefine the KRA's in our organization. In this resopect, I have already developed the job roles and responsibilities but am seeking guidance on how to link the roles to KRA's and the process of measurement.

Need your assistance.

Thanks,

Sumitha

 

Chrm Message From: trteja Total Posts: 2 Join Date: 27/03/2009  
Rank: Beginner Post Date: 11/12/2015 07:07:55 Points: 10 Location: India

 Dear Mishram,

In order to create KRA's and KPI, you need to have the job roles and responsiblities.

As per the allocation of the resposiblities you can extract the KRA's and assign accordingly.

As per the roles and department activities (example : IT dept - Hardware issues/breakdown TAT, resolution time taken, external support required etc.,) can be aligned as KPI's. This shows the individual's performance towards the department and organisation.

Hope the above info will help you.

Regards

RAVI TEJA

 

Chrm Message From: lipika Total Posts: 13 Join Date: 27/03/2009  
Rank: Executive Post Date: 14/01/2016 07:17:20 Points: 65 Location: India

Dear all,

The system and procedure for implementation of KRA/KPI is as below:

a) Design KPIs for every single department

b) Train your managers on KPIs of their respective department. Fix the KRAs based on the KPIs. 

c) Fix a date of measurement of the performance.

d) Conduct the supplementary training to managers on "How to Conduct Performance Appraisal".

e) Conduct the Performance appraisal. Again fix KRAs for the next financial year.

f) Assess the suitability of PA process. Do some changes if required.

g) Follow the cycle.

Regards,

Lipika

 

 
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