Dear all,
The procedure of goal setting and KRAs fixing is going on in my organisation.I want help from you to decide what type of KRAs I should fix.This is for the period of next six months.They should be regarding HR processes at Location,Admin. and Personnel.
It is urgent as few days are in my hand.Please...
Regards,
Padmini
From India, Thana
3The procedure of goal setting and KRAs fixing is going on in my organisation.I want help from you to decide what type of KRAs I should fix.This is for the period of next six months.They should be regarding HR processes at Location,Admin. and Personnel.
It is urgent as few days are in my hand.Please...
Regards,
Padmini
From India, Thana
Hi Padmini,
Regardsing KRA it should be included in the follwing manner:
KRA’s prepared should be
Specific – KRA’s should be specific and should make sense.
Measurable – KRA’s should be measurable.
Achievable – KRA’s framed should be Achievable.
Related to Job – KRA’s should be Related to job.
Time Bound – KRA’s framed should be Time Bound.
And regarding goal setting it do depend on the job profile of the induvidual.
Kiran.N
From India, Gurgaon
Regardsing KRA it should be included in the follwing manner:
KRA’s prepared should be
Specific – KRA’s should be specific and should make sense.
Measurable – KRA’s should be measurable.
Achievable – KRA’s framed should be Achievable.
Related to Job – KRA’s should be Related to job.
Time Bound – KRA’s framed should be Time Bound.
And regarding goal setting it do depend on the job profile of the induvidual.
Kiran.N
From India, Gurgaon
Hi,
No problem if you have the conceptual clarity regarding KRAs and Goals.
In brief, let us understand that:
1) each job has a job profile/job description that stipulates expected performance fromthe incumbent and limits to his authority in discharging his responsibilities.
2) fair study of the job profile/job description reveals certain critical areas that are vital to the over all success of the job-these are KRAs/KPAs
In planning performance for the year (or any period under review) we need both of these. In a stable organization KRAs generally remain stable for a few years. On this presumption, the KRAs give us the inputs to set performance goals for the period under review. These goals need to measurable, reasonable, achievable and mutually agreed.
All work done is measurable in terms, either of quantity or quality, cost or time! We must devise ways to measure performance on these lines.
We can make this system even more objective, but for the purpose of your query, the information provided above should suffice. This note does NOT contain direct answer to your query, but will provide you with directions to answer your own questions in this regard and help you become self-reliant!
If you still need more clarifications, please donot hesitate to take contact.
Regards
samvedan
July 12, 2006
From India, Pune
No problem if you have the conceptual clarity regarding KRAs and Goals.
In brief, let us understand that:
1) each job has a job profile/job description that stipulates expected performance fromthe incumbent and limits to his authority in discharging his responsibilities.
2) fair study of the job profile/job description reveals certain critical areas that are vital to the over all success of the job-these are KRAs/KPAs
In planning performance for the year (or any period under review) we need both of these. In a stable organization KRAs generally remain stable for a few years. On this presumption, the KRAs give us the inputs to set performance goals for the period under review. These goals need to measurable, reasonable, achievable and mutually agreed.
All work done is measurable in terms, either of quantity or quality, cost or time! We must devise ways to measure performance on these lines.
We can make this system even more objective, but for the purpose of your query, the information provided above should suffice. This note does NOT contain direct answer to your query, but will provide you with directions to answer your own questions in this regard and help you become self-reliant!
If you still need more clarifications, please donot hesitate to take contact.
Regards
samvedan
July 12, 2006
From India, Pune
Hi Padmini,
As Kiran said, the goals can be framed by applying the SMART principle.
The Goals or KRA's should balance the four business perspectives like
1. Financial
2.Customer (Internal / External)
3. Internal Business Processes
4. Learning & Growth.
Regards
Dinesh
From United Arab Emirates, Dubai
As Kiran said, the goals can be framed by applying the SMART principle.
The Goals or KRA's should balance the four business perspectives like
1. Financial
2.Customer (Internal / External)
3. Internal Business Processes
4. Learning & Growth.
Regards
Dinesh
From United Arab Emirates, Dubai
Dear Padmini,
Wish you very best to set your KRAs and achieve your goals with SMART way other members told.
When you set your KRAs it all depends on your profile whether it is a kind of specific or general. You may set your KRAs on quanitatvie and qualitative parameters. When you set qualitative parameteres there might be base and stretch target involved for hundred percent performance of yours. You may include Recruitment as per planning, Compliances, Training mandays, CSR activities as parameteres of KRAs. These are mare suggestions. Setting target depends on your Job Description which is attached with your profile/position.
Regards
Anupam Anurag.
From India, Calcutta
Wish you very best to set your KRAs and achieve your goals with SMART way other members told.
When you set your KRAs it all depends on your profile whether it is a kind of specific or general. You may set your KRAs on quanitatvie and qualitative parameters. When you set qualitative parameteres there might be base and stretch target involved for hundred percent performance of yours. You may include Recruitment as per planning, Compliances, Training mandays, CSR activities as parameteres of KRAs. These are mare suggestions. Setting target depends on your Job Description which is attached with your profile/position.
Regards
Anupam Anurag.
From India, Calcutta
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Goal setting -KRA.ppt
Goal-setting-gu ide_141.pdf