KRA Full Form | What is the Full Form of KRA
KRA Full Form - Key Result Area / Key Responsibility Area
Key Result Area
- Key Result Area defines the main job responsibility of an individual, company or organization. It refers to specific areas of outcomes that an employee is responsible.
- KRA is decided by the company or organization to judge the individual's quantitative and qualitative analysis ability for a particular job assigned to him.
- This data is used as an appraisal tool as it shows the general performance of that entity.
- A particular goal must be set to improve the efficiency of the organization.
- Identifying KRAs helps employees in a number of ways, some of which are as follows:
- It clarifies the roles and responsibilities
- It helps align roles to the strategies of the organization
- It helps employees focus on results rather than activities
- It helps set goals and objectives and to prioritize their activities
- It helps make value-added decisions
- It assists in determining an individual precisely if the result has been achieved and how much in a satisfactory way.
- It is an area that is absolutely under an individual's control.
- It can contribute noteworthy value to any business and profession.
- It is a significant output that then seems to be an input to the following key result area, or the following person.
- The KRA covers around 80% of the work role of an individual or employee. Some of the key result areas are listed below:
- Human Resource Management and Development
- Administration Cell
- Financial Management
- Information and Communication technology
- Research and Development Department
- Marketing and Promotion
- Manufacturing
Key Result Areas
Functions or KRA of HR
- Schedule and conduct interview to recruit employees.
- Provide training for employees.
- Appraise employees and supply them good growth.
- Process leaves applications of the employee.
Method of writing KRAs
- As these are focused on job descriptions, go thoroughly via the employee’s JD. If need talk with the manager as well as with the employee.
- Figure out exactly what the individual would do and how they would contribute to the betterment of the company.
- Remember all observable essential tasks to fulfill on the work. Which include stuff expressed in percentages, numbers etc.
- Make objectives focused on these expectations, and write explanations of each task as self-explanatory.
- Ensure that observable and reasonable objectives and timescales are set when describing such goals.