Hi, I am suppose to design the KRA for newly joined management trainees for sales, HR and operations. How do I go about it?
From India, Mumbai
From India, Mumbai
Dear Shruti, Begin with understanding the role of the position.... look at the JD. This should tell you what individuals in that role are expected to do.
At the same time its important to know that JD is specific to the position and not necessarily to the person. Two people in the same role will have different KRA's
Eg. a sales guy: The JD lists down the role to be performed by the person.
KRA's are .. those pointers / aspects that tell you that a person has performed his/her role well.
so a KRA for a sales person will be... Send 5 proposals in a day, attend 3 meetings a day, generate 1 lac revenue in a month ... and so on. Very specific and objective targets that allow you to gauge whether the person has done his/her job.
This will be different for two sales guys.. eg.. a sales person in a Website Deigning company. Person A - has to generate 1 lacs thru institutional sales; Person B generates 1 lacs thru corporate sales.
In recruitment for eg.. release offer to candidate 30 days from receiving request, cost of recruitment to be not more than 10000 per candidate.. and so on..
in training for eg. complete 10 mandays of training per staff,
for finance staff it will be based on working capital requirements, for OD/strategic HR role.. attrition % not more than say 10%..
hope the above helps...you may have to talk to your seniors and respective business heads to identify KRA's... Best Wishes!
From India, Mumbai
20At the same time its important to know that JD is specific to the position and not necessarily to the person. Two people in the same role will have different KRA's
Eg. a sales guy: The JD lists down the role to be performed by the person.
KRA's are .. those pointers / aspects that tell you that a person has performed his/her role well.
so a KRA for a sales person will be... Send 5 proposals in a day, attend 3 meetings a day, generate 1 lac revenue in a month ... and so on. Very specific and objective targets that allow you to gauge whether the person has done his/her job.
This will be different for two sales guys.. eg.. a sales person in a Website Deigning company. Person A - has to generate 1 lacs thru institutional sales; Person B generates 1 lacs thru corporate sales.
In recruitment for eg.. release offer to candidate 30 days from receiving request, cost of recruitment to be not more than 10000 per candidate.. and so on..
in training for eg. complete 10 mandays of training per staff,
for finance staff it will be based on working capital requirements, for OD/strategic HR role.. attrition % not more than say 10%..
hope the above helps...you may have to talk to your seniors and respective business heads to identify KRA's... Best Wishes!
From India, Mumbai
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KRA and Performance Management Policy.doc