What it Includes??

KRA refers to general areas of outcomes or outputs for which a role is responsible. Defines the key area that the employee needs to produce in his specified field.

Ex:- for HR manager area might be RecruitmentImportance Clarify their roles Focus on results Set goals and objectives. Improve their work management Make value added decisions

KPIs describe the indicators of performance or success for an employee. KPI also called as Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals.

Ex:- HR Manager who has Recruitment as one of their KRA's, a typical KPI for this HR Manager might be "Recruitment of Level 1 Positions within 3 months of notified vacancy and within 90% of budget".

5 Tier Rating Scale

Level 1: “Needs To Go”

Search for New Pastures and Let the System move according to Company “Goals” and more suited to “TALENT”

Level 2: “Needs Improvement”

Under Performing System, lacks Inflexibility, Authenticity and has some Personality issues

Level 3: “Good but Inconsistent”

Things Fly Along, Lack of Motivation, waiting for something better to happen

Level 4: “Strong Performer”

Consistent Feedback and Happy Employees

Level 5: “Top Performer”

Motivation, Employee Engagement, Feeling of Passion and Love towards Work

Summary

Use H-A-P-P-Y Formula

Honestly tell the employee exactly how you see the performance situation

Ask for their feedback about what you’ve said and listen to their response

Partner with the employee to find the solution Persist until the change you’ve requested happens

Remember Why you do performance review