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 –
Summary
“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.
Value
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
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Description
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 |
