I’m looking for some literature / study / research which talks about the maximum no of metrices / parameters which can be included as part of the Performance Management System for an effective outcome.

Dheeraj

Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible.

Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.

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

Key result areas (KRAs) capture about 80% of a 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 organization)

very good article.

Regarding HR KRA, you can look below for the reply given by me on 2011/08/17.

Regarding your query, KRA (Key Result Areas) are the goals which an employee is expected to achieve over a given time period. Ideally these should be SMART ( Specific, Measurable, Achievable, Reviewable and Time based). It is a good idea to have KRAs defined at the beginning of an appraisal cycle and measure in a performance appraisal at the end of the year.

HR is a fairly expensive discipline with a number of areas being covered which include: Recruitment, Compliance, Onboarding, Training, Employee Development, Growth, Compensation and Eventual Exit. So to define a common set of KRAs for an hr manager is a difficult ask. Nevertheless an HR generalist may have the following set of KRAs.

I would appreciate if you could also give an example for an Finance Manager because usually the targets/goals for Sales/Marketing can easily measured in numbers. However, when it comes to Finance, it is always on routine job/yearly tasks so quite difficult to lay out goals/KRA!

Pls rescue

Natasha Pingtown