SMART KRA CONCEPT

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 Alice in Wonderland:

Would you tell me, please, which way I ought to go from here?
That depends a good deal on where you want to get to, said the Cat.
I dont much care where said Alice.
Then it doesnt matter which way you go, said the Cat.
so long as I get SOMEWHERE, Alice added as an explanation.
Oh, youre sure to do that, said the Cat, if you only walk long enough.
KRA / GOAL SETTING

If you dont know where you are going, any road will get you
there.
Lewis Carroll

But will that ANYWHERE be your destination???

More often than Not.

So you need to set your goals and make efforts to achieve them

So why do we need to spend time on setting the goals???

Because if lack of goals do not help us to achieve our objectives;
Lack of proper goals too will not yield any result

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ERRORS IN GOAL SETTING

Not aligning objectives with business goals not helping the business
Making them impossible to achieve whilst it is good to stretch staff there is a
limit
Conversely making them too easy it is not motivating staff when you dont
help them reach their capability
Not identifying measurable assessment how will the staff member, or you,
know when the objective is achieved?
Contradicting objectives set for other team members you need to get the
whole team rowing in the same direction, not allowing individuals to swim
against the tide
Unrealistic date or time setting expecting something to be accomplished
within unreasonable timescales, this can be too short as well as too far ahead
Not specific enough creating very general statements without detail makes it
as difficult for you as your employee
And the best one not actually setting objectives but rather an action list

These errors clearly indicate that we not only need goals but

SMART goals!
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SMART KRA

The idea of the SMART goal was conceived by a business psychologist

named George Doran. SMART is an acronym, standing for goals that are:

Specific / Stretchable
Measurable
Achievable / Attainable / Agreed
Relevant / Realistic, and
Time-bound.
SMART KRA

Easy to understand
S Specific Specific desired future results
Defines the goal by answering: who, what, when, why, how
Describes how each goal will be measured.
Decide measures of Success
M Measurable
Answers the following questions:
- How will I know/show the results has been achieved?
With all the other commitments within the department, is this goal
A - Achievable achievable?
& Is this goal within the departments control and influence?
Agreed Most important, the goal has to be decided by mutual consensus and
agreement.
Is the goal in alignment with the mission, vision of Apeejay Surrendra
R - Realistic group
& Does the goal relate to broader objectives that your department wishes to
Relevant achieve?
Is the time frame reasonable?
What is the specific time frame to achieve the goal/ (beginning & end date)
Establish a time frame for short & long term goals, taking into account
T - Time bound
other factors such as delivery by others & coordination
Include interim steps & a plan to monitor progress.
SPECIFIC / STRETCHABLE

Specific: Great goals are well-defined and focused. The moment you focus on a goal,
your goal becomes a magnet, pulling you and your resources toward it.

To make goals specific, they must tell a team exactly what is expected, why is it important,
whos involved, where is it going to happen and which attributes are important.

A specific goal will usually answer the five "W" questions:

What: What do I want to accomplish?

Why: Specific reasons, purpose or benefits of accomplishing the goal.
Who: Who is involved?
Where: Identify a location.
Which: Identify requirements and constraints.

For a STRETCHED KRA

Use benchmarks best performance in the past by the same employee or another
colleague doing a similar job.

Stretch yourself or your team more if you/they are continually meeting 100% of all
Objectives & Key Results

Appraisee knows exactly what is expected from him

Rater / Reviewer knows what exactly is required to be delivered by the appraisee

MEASURABLE

Measurable: A goal without a measurable outcome is like a sports competition without

a scoreboard or scorekeeper. Numbers are an essential part of business. A goal white
board posted in your office can help as a daily reminder to keep yourself and your
employee focused on the targeted results you want to attain.

What cannot be measured cannot be managed

Measuring progress is supposed to help a team stay on track, reach
its target dates, and experience the exhilaration of achievement
that spurs it on to continued effort required to reach the ultimate
goal.
A measurable goal will usually answer questions such as:
How much?
How many?
How will I know when it is accomplished?
Indicators should be quantifiable

Appraisee knows how much is expected to be delivered

ACHIEVABLE/ATTAINABLE (AGREED)
Achievable/Attainable: Dream big and aim for the stars but keep one foot firmly
based in reality. Check with your industry association to get a view on realistic
growth in your industry to set smart goals.

While an attainable goal may stretch a team in order to achieve it, the goal is not extreme.
That is, the goals are neither out of reach nor below standard performance, as these may
be considered meaningless.
When you identify goals that are most important to you, you begin to figure out ways you
can make them come true.
You develop the attitudes, abilities, skills, and financial capacity to reach them. The theory
states that an attainable goal may cause goal-setters to identify previously overlooked
opportunities to bring themselves closer to the achievement of their goals.
An attainable goal will usually answer the question:
How: How can the goal be accomplished?

Rater / Reviewer sets achievable targets for their team.

Targets needs to be realistic in nature
RELEVANT & REALISTIC
Relevant: Achievable business goals are based on the current conditions and
realities of the business climate. You may desire to have your best year in
business or increase revenue by 50%, but if a recession is looming and 3 new
competitors opened in your market, then your goals arent relevant to the
realities of the market.

A bank manager's goal to "Make 50 peanut butter and jelly sandwiches by

2:00pm" may be specific, measurable, attainable, and time-bound, but
lacks relevance. Many times you will need support to accomplish a goal:
resources, a champion voice, someone to knock down obstacles. Goals
that are relevant to your boss, your team, your organization will receive
that needed support.
Relevant goals (when met) drive the team, department, and organization
forward. A goal that supports or is in alignment with other goals would be
considered a relevant goal.
A relevant goal can answer yes to these questions:
Does this seem worthwhile?
Is this the right time?
Does this match our other efforts/needs?
Are you the right person?
Is it applicable in current socio- economic- technical environment?
Individual Targets are set in line with organisations objectives
TIME BOUND

Time-Based: Business goals and objectives just dont get done when there's no time
frame tied to the goal-setting process. Whether your business goal is to increase
revenue by 20% or find 5 new clients, choose a time-frame to accomplish your goal.

A commitment to a deadline helps a team focus their efforts on

completion of the goal on or before the due date. This part of the SMART
goal criteria is intended to prevent goals from being overtaken by the day-
to-day crises that invariably arise in an organization. A time-bound goal is
intended to establish a sense of urgency.
A time-bound goal will usually answer the question:
When?
What can I do six months from now?
What can I do six weeks from now?
What can I do today?

Appraisee / Rater / Reviewer are on the same page regarding the

mutually agreed Timeline is concerned