Scribd Logo
Upload

Welcome to Scribd!

  • 453 views

    Goal Setting - KRA

    Uploaded by

    Piyusha Sunil Amre
    This document discusses how to set Key Result Areas (KRAs) or goals for employees aligned with business objectives. It recommends deriving individual KRAs from organizational vision/mission, departmental objectives, and the employee's role. KRAs should be measurable and promote effective resource use so that employees can optimize their contributions. The objectives of goal setting are to objectively analyze performance, promote shared understanding between supervisors and subordinates, and determine performance rewards. Examples of a plant manager's KRAs and a goal/activity for supervisors are provided. The document also provides templates for documenting individual KRAs and guidance for effective goal setting.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd

    Goal Setting - KRA

    Uploaded by

    Piyusha Sunil Amre
    453 views21 pages
    This document discusses how to set Key Result Areas (KRAs) or goals for employees aligned with business objectives. It recommends deriving individual KRAs from organizational vision/mission, departmental objectives, and the employee's role. KRAs should be measurable and promote effective resource use so that employees can optimize their contributions. The objectives of goal setting are to objectively analyze performance, promote shared understanding between supervisors and subordinates, and determine performance rewards. Examples of a plant manager's KRAs and a goal/activity for supervisors are provided. The document also provides templates for documenting individual KRAs and guidance for effective goal setting.

    Original Title

    Goal Setting -KRA

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses how to set Key Result Areas (KRAs) or goals for employees aligned with business objectives. It recommends deriving individual KRAs from organizational vision/mission, departmental objectives, and the employee's role. KRAs should be measurable and promote effective resource use so that employees can optimize their contributions. The objectives of goal setting are to objectively analyze performance, promote shared understanding between supervisors and subordinates, and determine performance rewards. Examples of a plant manager's KRAs and a goal/activity for supervisors are provided. The document also provides templates for documenting individual KRAs and guidance for effective goal setting.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    453 views21 pages

    Goal Setting - KRA

    Uploaded by

    Piyusha Sunil Amre
    This document discusses how to set Key Result Areas (KRAs) or goals for employees aligned with business objectives. It recommends deriving individual KRAs from organizational vision/mission, departmental objectives, and the employee's role. KRAs should be measurable and promote effective resource use so that employees can optimize their contributions. The objectives of goal setting are to objectively analyze performance, promote shared understanding between supervisors and subordinates, and determine performance rewards. Examples of a plant manager's KRAs and a goal/activity for supervisors are provided. The document also provides templates for documenting individual KRAs and guidance for effective goal setting.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 21

    KRAs (GOAL SETTING)

    HOW TO DERIVE KRAs

    STRATEGY, VISION, MISSION & BUDGET

    BUSINESS GOALS

    ORGANIZATIONS OBJECTIVES

    DEPARTMENTAL / FUNCTIONAL OBJECTIVES

    ROLE / INDIVIDUAL OBJECTIVES

    KEY RESULT AREA (KRAs)

    WHY SET KRAs?

    KRAs need to be aligned to the Business goals and need to communicate a common purpose

    Alignment

    WHAT GETS MEASURED, GETS DONE!

    PURPOSE

    To Aid each Manager in promoting the most effective use of Human Resource such that each member makes an Optimum contribution to the Companys Performance

    OBJECTIVES OF GOAL SETTING


    To provide as objective as possible an analysis of how well an individual is performing in his current responsibilities based on goals set, results achieved, & satisfying the customer, both internal & external. To promote a shared understanding of the task & relationship among the supervisor, sub-ordinate, internal customer / external customer. To aid in determining performance rewards that are commensurate with results achieved. To prepare a development plan required to improve the individuals performance / capabilities / develop his/her for future responsibilities.

    R = R
    2

    Resources + Relationship = Results

    DEFINITIONS Goals : A goal is a significant shorter term measurable target , which


    will contribute to a result in a period of time (usually a year)

    Result : A result is a fulfillment of a Goal which can be measured.


    (Output)

    Activity : Activity can be anything an Individual does

    WHAT IS COMMITMENT ?
    Commitment : There must be a commitment by both Boss & Subordinate(s) to achieve a goal.

    COMMITMENT

    TIME

    MONEY

    SOCIAL SUPPORT

    GOALS ARE MEANT TO STIMULATE PEOPLE, NOT TO HANG THEM

    MOTIVATION FACTORS :
    Achievement Responsibility Recognition

    Creative & Challenging Work


    Possibility of Growth on the Job

    A GOAL HAS 3 PARTS: -

    What accomplishment is wanted ?


    How much accomplishment is wanted Date Goal has to be achieved ?

    POINTERS IN GOAL SETTING


    Set Attainable Stretch Goals One is more stimulated if he/she feels Goals are Fair ! Set Weights on each Goal - weight represent the value of the Goal , not the time that is going to be spent on each Goal. Ask In Order To ?

    GOAL CLARITY

    One must know on the 1st of April what he / she has to accomplish to get a 4, 3, 2, or 1. Spend 60% of Time in Setting & Clarifying Goals & 20% of Time on Year End Appraisal.

    Plant Manager
    Key Result Areas
    Operational Costs

    Product Quality
    Production Targets Product Development

    Technological Change
    Return on new investment Fixed asset utilization

    Management - union relations


    Local Government Relations Safety

    Plant Manager
    My Own Areas
    Operational Costs Return on new investment Fixed asset utilization

    Management - union relations


    Local government relations

    My Subordinates Areas
    Product quality Production targets Product development

    Technological change
    Safety

    Activity
    Conduct monthly management development sessions for superintendents in techniques of standard cost programme. Prepare quality control manual for supervisors

    Goal
    Have 50% superintendents using standard cost programming techniques on at least two projects w.e.f. October 2005 Eighty five percent of firstline supervisors to know eight of the ten key points in company quality contral practice by April 2005

    KRAs (Goals) SET FOR ________________________________________________

    Department : Employee Name:

    Sr. No.

    Personal Targets / Main KRAs

    Quantification of target / Measure (Expected Outcome)

    Weightage to be assigned out of 100 %

    1 2

    3 4

    5 6

    You might also like