The document outlines the concept of Key Result Areas (KRA) and Key Performance Indicators (KPI) for evaluating employee performance, emphasizing clarity of roles, goal setting, and work management. It describes a 5-tier rating scale to assess performance from 'needs to go' to 'top performer' and stresses the importance of feedback and partnership in performance reviews. Additionally, it introduces the H-A-P-P-Y formula for delivering performance evaluations effectively.

2. 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 Recruitment
Importance
 Clarify their roles
 Focus on results
 Set goals and objectives.
 Improve their work management
 Make value added decisions

3. 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".

4. 5 Tier Rating Scale

5. Level 1: “Needs To Go”
Search for New
Pastures and Let the
System move according
to Company “Goals”
and more suited to
“TALENT”

6. Level 2: “Needs Improvement”
Under Performing
System, lacks
Inflexibility,
Authenticity and has
some Personality
issues

7. Level 3: “Good but
Inconsistent”
Things Fly Along, Lack
of Motivation, waiting
for something better to
happen

8. Level 4: “Strong Performer”
Consistent Feedback
and Happy Employees

9. Level 5: “Top Performer”
Motivation, Employee
Engagement, Feeling of
Passion and Love
towards Work

10. 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