Performance Appraisal An Integral Part Of Hr- Kra Designer

By Author: peoplepower
Total Articles: 7
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Performance Appraisal is a great way to boost the performance of an employee in an organization. It is the duty of the HR to review and analyze the performance of an individual working in an organization. The performance is evaluated on the basis of some vital factors like quality, quantity, time and cost. This is done in correspondence with the managing head or supervisor by keeping a track record of his work report. Performance Appraisal acts as a catalyst in building the career graph of an employee. It is a determining factor which has direct relation with the success and failure of an employee.

Performance Appraisal is primarily based on the strength, judgment and performance of the candidate in terms of work and other factors related to production. To bring about such appraisal it is essential to gain proper feedback on the performance of the candidate. Understanding the employee training requirement and eligibility of the individual it is important to allocate them with organizational rewards and recognition. Organizational diagnosis and development is also part of such Performance Appraisal theory. Improving ...
... the communication level between employee and selecting the right techniques and HR policies are indispensable for federal Equal Employment Opportunity requirements.

Overall assessment of an individual’s performance is vital for deciding on such Performance Appraisal or bonus. Some of the most prevalent form of such appraisals is the ones called Common approach and 360-degree appraisal form. While common approach is mainly used to assess one’s performance on a numerical or scalar rating system in which managers are assigned the responsibility of scoring against an individual on the basis of a different numbers of objectives and attributes. In companies, where performance is assessed on the basis of feedback coming from fellow subordinates, peers, managers and customers, it is referred to as 360-degree appraisal pattern.

A KRA Designer or key responsibility area designer is essential for writing down goals for different profiles or designations for conducting appraisals on the basis of performance. HR mangers or managers usually perform the task of a KRA Designer. Whole jotting down such goals, a KRA Designer have to be well-aware of the job profile of the employees so that they don’t face any difficulty in writing them. Knowing the right goals assigned for different designations is very important. Effective writing skills and sound knowledge of different terms also play a very crucial role in writing down such points.

While writing them, a KRA Designer has to keep certain points in mind like the points need to be specific in nature and the performance of the employee also has to be measured. Make sure that the goals are written as such that it is achievable and not something which is not practical or real. The goals or KRA written by a KRA Designer should be such that it is job relevant and performance based as it will help in increasing the productivity of the individual in an organization. Time frame is again essential for achieving the goals mentioned in the KRA list.

About The Author
Peoplepower is a Journalist who writes articles on various online web topics and latest related ones on Performance Appraisal. Get to know more about such KRA Designer in our website.