Key Result Areas (KRA)
The KRA framework is used to evaluate performance, track progress, and provide feedback for improvement, fostering a culture of accountability and continuous growth.
Performance Management is the process of ensuring that employees' work aligns with the organization's goals. It involves setting clear expectations, measuring outcomes, providing feedback, and developing strategies to improve performance. The ultimate goal is to enhance employee effectiveness and help the organization achieve its objectives.
Key aspects include goal setting, continuous feedback, performance appraisals, employee development, recognition and rewards, and performance improvement plans (PIP).
The KRA framework is used to evaluate performance, track progress, and provide feedback for improvement, fostering a culture of accountability and continuous growth.
KPIs are measurable targets that evaluate an employee's performance, offering insights into contributions, achievements, and areas for improvement, while ensuring alignment with organizational goals.
It is a structured process where employees and managers collaboratively set clear, measurable goals. This process ensures alignment with organizational objectives and provides a basis for regular performance evaluations. The appraisal system tracks progress against these goals, offering feedback, recognizing achievements etc.
Strong functionality in streamlining HR processes, ensuring efficient employee data management and payroll processing. It provides a user-friendly interface and seamless integration with other systems, improving overall operational efficiency.
It helps in acknowledging achievements through various recognition programs, fostering a positive work culture.
Regular one-on-one meetings between managers and employees can be held to discuss performance, provide feedback, and set expectations for progress. This could include assessments of how an employee is working toward their broader goals.
Employees may conduct self-assessments to reflect on their own performance, noting achievements, challenges, and areas for improvement. This encourages self-reflection and allows for open discussions during performance reviews.
A mid-year review can be conducted to give employees feedback on their performance so far. Managers can address any obstacles the employee might face and make adjustments to their goals or expectations if necessary.
At the end of the performance cycle, managers assess the employee’s overall performance.Work qulaity,productivity,communication skills,problem solving and inintivative , teamwork and collaboration , adaptability
Managers provide feedback on both strengths and areas for improvement, emphasizing any patterns that have emerged during the evaluation period.
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