This document provides an overview of a KRA (Key Result Area) and KPI (Key Performance Indicator) based performance appraisal system. It explains that individual KRAs are derived from the organization's mission, vision, objectives, and management goals. KRAs define the primary job objectives or major goals, while KPIs are the activities and processes used to accomplish the KRAs. The document gives examples of KRAs, KPIs, target scores, and critical behavioral attributes that are 20% of an employee's evaluation. It concludes by thanking the reader for their coordination.

1. WELCOME TEAM

2. KRA-KPI BASED
PERFORMANCEAPPRAISAL
SYSTEM

3. HOW KRA
DERIVED ?
Individual
KRA
Mission and Vision derived
Individual
KRA
Organization Objective
Management Goals
Dept Goal / Manager KRA
Individual
KRA

4. WHY KRA BASED PERFORMANCE
APPRAISAL ?
Don't measure yourself by what you have
accomplished, but by what
accomplished with
you could have
your ability.
• Focused growth path
• Better monitoring with growing times
• Scientific methodology of evaluation towards standardization and
fairness of the Appraisal Instrument

5. MEANING: KRA ( KEY RESULT
AREA)
• Key Result Area
• Identified out of the day to day routine activities
• Primary Job objectives or Major Goals
• Outcomes or Expectations of a Job Position

6. MEANING: KPI (KEY PERFORMANCE
INDICATORS)
• Activity/Assignment /Process to accomplish the main
Goal/KRA.
• KPI 1- Get competitive rates
• KPI 2- Effective Negotiation with the parties
• Sub Activity/s under each KRA

7. KRA 1
Achieve and
Surpass the GOP
KRA 2
Error Free
Operations
KRA 3
Compliance
Target Score CBA Score
Ideal Score Management
KPI 1
Costing
80% 20%
100 %
KPI 2
Follow Up
KPI 3
Negotiation

8. B. Critical Behavioral
Attributes=20% of
Relationship Building
and managing
Time Management
Result Orientation
COMMUNICATI
ON
Leadership
Team Management Client Orientation
Business Acumen

9. THANKYOU FORYOUR
COORDINATION !!