Get Human Directional Performance Sheet

Key result area (KRA) are strategic factors where in positive results must be realized in order to achieve the organizations strategic goals. They are used to denote the assignments of task and duties to employees. Each employee is given a set of KRA (generally 4-5). KRA gives an individual a clarity to his role.

There are five performance ratings on this type of scale: outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory.

Employee performance reviews should cover communication, collaboration, reliability, work quality, problem-solving, and timeliness. Give regular, informal feedback consistently. In formal reviews, be honest, hold face-to-face conversations, give relevant examples, and end on a positive note.

Numeric rating scale: A scale of 1 to 5 or 1 to 10 where the employee is given a rating based on their performance. Behavioural rating scale: A scale that assesses an employee's behavior in the workplace, such as their ability to work in a team, communication skills, and work ethic.

Anyways, without much ado, here are the top 5 KRAs. Personalized for each employee. ... Focused on long term employee career aspirations too. ... Described by how actual performance will be measured/evaluated. ... Allowed for both Descriptive & objective assessment with free flow of qualitative inputs.

Key result area (KRA) are strategic factors where in positive results must be realized in order to achieve the organizations strategic goals. They are used to denote the assignments of task and duties to employees. Each employee is given a set of KRA (generally 4-5). KRA gives an individual a clarity to his role.

This is more often than not a 5 point rating scale (5– Outstanding, 4– Exceeds Expectations, 3- Meets Expectations, 2- Needs Improvement, 1- Unacceptable). The problem is that you can't 'rate' certain evaluation criteria using this scale and it isn't fair to expect managers and employees to do so.

A 5-point performance rating scale is an instrument for assessing an employee's job performance. It is based on five distinct proficiency levels. Specific standards for each level help establish expected work behavior and performance.