Certification in KRA and KPI Management


Eligibility: MBA/PGDBM HR/HR analysis/KPI analysis/Performance analyst.

Duration: 65 Hrs


Course Summary

Getting a job is very important for individual like same it is important for the company to get the right people for the right position. For getting the right person it is important define the job description for the that particular position. Job description can be arrived from the individual key responsible area and key responsible area can be derived from the department KPI. We have designed this course to know all about KRA, KPI and overall, to the performance management.

Course Content:

§  Introduction to Key responsible area.

§  Introduction to Key Performance Indicator.

§  Difference among Goals, Objectives, KRAs and KPIs

§  Benefits and Challenges of Using KRAs and KPIs

§  Identify the job description.

§  How to define KRA of a particular employee.

§  Relate the job description with Key responsible area of a particular manpower.

§  How to define effective KPI

§  Key Components of Effective KRAs

§  Key Components of Effective KPIs

§  Sample KRAs & KPIs for Different Positions

§  Putting It All Together: Sample Template

§  Build the relationship between the individual KRA and Team KRA and the department KPI.

§  Creating Your Own KRAs and KPIs

§  Establishing KRAs and KPIs for People Reporting to You

§  Review and Assessment of KRAs and KPIs

§  Implementing, Monitoring KRAs & KPIs

§  Define the performance appraisal matrix.

§  Introduction to Balance score card.

§  Balance score card and performance management.

§  Scheduling and Conducting Performance Improvement Sessions

§  Improving the KRA and KPI Management Cycle

§  Define relation between KPI and performance management.

§  Data analysis related to KPI and performance management.

§  Design Future manpower requirement/budget through KPI.

§  Design recruitment plan through KPI.

§  Case studies.


Intec and advantage from the course :

·         Define and differentiate goals, objectives, KRAs and KPIs

·         Identify and design effective KRAs and KPIs that are aligned with the company’s goals and objectives.

·         Plan how to implement and monitor KRA and KPI frameworks

·         Schedule and Conduct KRA and KPI review and assessment sessions

·         Data and analytical tools to understand KPI and performance management

·         Build an effective tool for performance measurement.

·         Build a effective model for overall growth of human resource and company as well