Value of KRAs:
Identifying KRAs helps individuals:
· Clarify their roles
· 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
Description of KRAs:
Key result areas (KRAs) capture about 80% of the department’s 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).
CORE KRAs of HR DEPARTMENT:
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
KEY PERFORMANCE AREAS:
These are the areas within the HR DEPARTMENT, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA/ KPAs, a set of KPI are set .
KRA and hence KPI is attributed to the department which
can have effect on the business results and is
self measured where applicable.
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS
KRAs/KPAs/KPIs ARE GUIDED BY THE
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
FOR THE BUDGET PERIOD, THIS IS USUALLY 12 MONTHS.
What Are Key Performance Indicators (KPI): Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors...