KRA's is the set of activities on which performances are rated.
KRA's are Key Result Areas which are the main objectives of the
employee in an organization. Key Result Areas or KRA's refer to
general areas of outcomes or outputs for which a role is
responsible. KRA's are also known as key work outputs (KWO's).
INTRODUCTION
ProcessIndividual determine the KRAs of their roles :They list
their main day to day responsibilities/ activities.They review the
answers to their why questions, looking for common themes or areas.
For each activity, they ask Why do I do this?They identify their
KRAs from these themes.They share their KRAs, preferably with those
they report to, those they work along with, and those who report to
them.
KRAs prepared should beSpecific KRAs should be specific and
should make sense.Measurable KRAs should be measurable. Achievable
KRAs framed should be Achievable.Related to Job KRAs should be
Related to job.Time Bound KRAs framed should be DEFINED FOR A
SPECIFIC PERIOD. S
Remember to focus on why the job exists and not on what the
person does what WE do ? (I fix machinery) what our job title is
(Im an Engineer) BUT why our job exists, which is the vital one (I
keep the plant operating) FOCUS : why our job exists
kras are80% shared responsibilities20% Helping team members.
Image of the organization. Activities good for the organization.
kras distribution . 80% 20% areOf work rolelike Most roles include
3 to 5 key result areas. If individuals are accountable for more
than this, they may be overloaded
Identifying KRAs helps individuals Clarify their roles.Set goals
and objectives. Focus on results rather than activities. Align
their roles to the organizations business or strategic
plan.Prioritize their activities, and therefore improve their
time/work managementCommunicate their roles purposes to othersMake
value-added decisions
VALUE
ImplementationIndividuals : Develop specific goals and
objectives, and plans to reach them. Take control of their
time/work management strategies Work with those they report to,
those they work along with, and those who report to them to
identify their KRAs so all on a team have clarity regarding
outputs.
Scope
Deliverables. Measurement Matrix. Performance Revisal.
Acceptance. KRA really help to get HR thinking strategically.
