The term Key Performance Areas has become one of the most over-used and little understood terms in business development and management. In theory it provides a series of measures against which internal managers and external investors can judge the business and how it is likely to perform over the medium and long term.
Regrettably it has become confused with metrics – if we can measure it, it is a Key Performance Area. The Key Performance Areas when properly developed should be provide all staff with clear goals and objectives, coupled with an understanding of how they relate to the overall success of the organization.
Published internally and continually referred to, they will also strengthen shared values and create common goals. Key Performance Areas are commonly used by an organization to evaluate its success or the success of particular activity in which it is engaged. Sometimes success is defined in terms of making progress toward strategic goals, but often, success is simply the repeated achievement of some level of operational goal.
The purpose of this study is to identify the Key Performance Areas for the employees working in construction sector from the HR perspective. Proper identification of the Key Performance Areas would help the management to set proper objectives at different levels in the organization. This would further help the managers in the process of performance appraisal and job evaluation.