KRA Modeling Powered by Artificial Intelligence
- Key Result Area (KRA): This refers to the
specific outcomes or goals expected from an employee, department, or even
the entire organization. KRAs essentially define what success looks like
in a particular area. They are often used in conjunction with Key
Performance Indicators (KPIs) which are measurable metrics that track
progress towards achieving those KRAs.
- Key Responsibility Area (KRA): This focuses on the
specific duties and tasks assigned to an employee within their job role.
KRAs essentially outline the scope of someone's responsibilities and what
they are accountable for.
In both cases, KRAs help
to ensure that everyone in the organization is working towards the same goals
and that individual contributions are aligned with the overall objectives.
Details of the bar
chart you provided.
The bar chart
depicts “KRA Scores by Department and Objective.” Here’s what we can infer from
it:
- Objective Comparison:
- The chart compares scores across four different
objectives: Objective A, B, C, and D.
- Each objective has a corresponding set of bars
representing the scores achieved.
- Department Comparison:
- The chart also compares scores across five
different departments: Accounting, HRMS, IT, Marketing, and Purchasing.
- Each department has its own set of bars for each
objective.
- Scoring Scale:
- The vertical axis represents the score, ranging
from 0 to 25 (in increments of 5).
- The higher the bar, the better the performance in
that objective.
- Observations:
- We can quickly compare which departments excel in
specific objectives and which might need improvement.
- For instance, if the Marketing department has
high scores in Objective A, it suggests strong performance in that area.
Remember that
without specific numerical values, we can’t make precise conclusions, but this
chart provides a visual overview of performance metrics.
The bar chart
depicts “KRA Success by Department and Objective.” Here’s what we can infer
from it:
- Objective Comparison:
- The chart compares scores across four different
objectives: Objective A, B, C, and D.
- Each objective has a corresponding set of bars
representing the scores achieved.
- Department Comparison:
- The chart also compares scores across seven
different departments: Research & Development, Sales, Operations,
Marketing, HR, IT, and Customer Service.
- Each department has its own set of bars for each
objective.
- Scoring Scale:
- The vertical axis represents the score, ranging
from 0 to 25 (in increments of 5).
- The higher the bar, the better the performance in
that objective.
- Observations:
- Research & Development has high scores for
Objectives A and F but lower scores for Objectives C and E.
- Sales have relatively balanced scores across all
objectives with a slight peak at Objective B.
- Operations show a strong performance in Objective
D but weaker in Objective C.
- Marketing has its highest score in Objective B
while having lower scores in Objectives D and E.
- HR shows a peak at Objective E with lower
performance in Objectives A and C.
- IT has its highest score for Objective F with
less success in Objectives B and D.
- Customer Service peaks at Objective A with the
lowest score being for Objective D.
This bar chart
provides insights into which departments excel or need improvement in specific
areas according to the KRA (Key Result Areas) objectives. It can be used to
assess performance management within an organization.
Thank You
