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Goal / KRAs Setting in the Organisation

  • Challenges & Objective of the Exercise :
  • Motivational workforce practices do not work effectively in an organization that lacks KRA system.
    KRA System not only motivates the workforce but challenges individual’s efforts for achievement of company’s goals
    It is a tool to align   Individual Performance with the organization’s objectives and also provide greater opportunities to enhance Employee Performance and develop his Career Potential.

  • Introduction :
  • Job Description --A document summarizing the basic purpose of a job, nature of work, examples of typical duties ,responsibilities,accountability and authority and minimum qualifications for a job.
    Key Result Areas –

    “Key Result Areas” or KRAs refer to general areas of    outcomes or outputs for which a role is responsible.
     A typical role targets three to five KRA.
    Identifying KRAs helps individuals:

  • Clarify their roles—Job Description
  • Align their roles to the organisation’s business or strategic plan
  • Focus on results rather than activities
  • Communicate their role’s purposes to others
  • Set goals and objectives
  • Prioritize their activities, and therefore improve their time/work management
  •    · Make value-added decisions

    Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).

    Individuals undertake the following steps to determine the KRAs for their roles:

  • They list their main day-to-day responsibilities/activities.
  • For each activity, they ask “Why do I do this?”
  • They review the answers to their “why” questions, looking for common themes or     areas
  • 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.

    3. Steps:

    1.Identifying Vision /Mission of the Organisation
    2.Identitify roles and responsibility and reporting relationship of different  positions
    3.Prepare Job Description in consultation with all concerned
    4.Identify KRAs(Key Result Areas ) for each position in total alignment of    Business    Goals/Objectives
    5.Training all persons on KRAs-design, implementation and maintenance and    improvement, Business Goals and meeting  SMART criteria, Making Action    Plan,Monthly /Quarterly/Half Yearly /Yearly Review, Measurement Criteria

    6.Design & Implementation of effective Performance  

          Management System based on KRAs/Balanced Score Card
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