About Full Form of KRA
Full Form of KRA is Key Result Area or Key Responsibility Area. It is a concept related to management. In detail, it associates with the duty and responsibilities of an employee. The content below briefly discusses the complete form of KRA, its advantages, and some examples.
What is KRA?
KRA is an abbreviation used mainly in corporate culture. KRA stands for crucial result areas or critical responsibility areas. In an organization, HR sets parameters to schedule the duties and responsibilities of the employees of different positions. In general, KRA describes the job responsibilities of an employee.
KRA helps an employee to give a proper understanding of their responsibilities. It also allows the employees and the managing team to distribute the roles appropriately. KRA has another advantage. It is helpful for the employees to divide their tasks into small parts to focus on their assigned roles.
How to Write Smart KRA?
A smart KRA can help to manage the responsibilities of the employees properly. Here some methods are described below to write an intelligent KRA.
- Before writing a KRA, HR should consult with the manager and employee. Mention KRA after focusing on the job description of the employee.
- In a KRA, all the essential details, including statistics and information, are provided for a better understanding.
- An HR should look after if the KRA targets reasonable and relevant achievements with proper time management.
- A KRA must be clear about its accomplishment. The HR and the employee should know how their activities will be helpful in the company’s success.
- As described in the KRA, it should be consistent with expectations. The task must be relevant as well as self-explanatory.
KRA for Company Job
There are various advantages of forming a well-structured KRA in any company. On the one hand, it helps the employees to understand their roles, and on the other, HR can efficiently distribute responsibilities among the employees.
Some of the benefits of KRA are:
- KRA can align the roles of every employee, from top to bottom. It practices a systematic process.
- Understanding the strategy of the company becomes clear. Each employee will get to know their role and position in the company.
- For the employees, KRA comes with clear objectives. The company’s aim isn’t a riddle to them.
- The HR department gets notified about vacant places and can respond to the company’s needs.
- Management can organize training and counseling based on the needs of the employees. So the outcomes of the company become a better grade, which is significant for the company’s success.
Difference Between KRA and KPI
The abbreviations KRA and KPI are used in the corporate sector very frequently. But sometimes, they look alike and mean something similar. But there is a crucial difference between them.
While KRA stands for key responsibility area, KPI means critical performance indicators. The responsibilities of the employees and their functions are known as KRA. On the other hand, KPI is an indicator that measures how efficiently an organization is performing.
Examples of KRA
Applications of KRA are vast in various sectors of an organization.
Some examples are:
- Human Resource Management and Development
- Information and Communication Technology
- Manufacturing Hubs
- Marketing and Promotion
- Financial Management
- Administration Cell
- Marketing and Promotion
- Research and Development Department
- Customer Success Rate
- Organizational Health
- Product Management
- Employee Engagement Score
- Customer Satisfaction.
- Operational Cost Control
How KRA Helps Employees?
KRA can help employees in various ways.
Some of the critical advantages of KRA are as follows:
- It gives a clear idea to the employee about his key responsibilities and roles in the organization.
- It also informs the employees about the results of their activity after a certain period.
- Both the employees and the authorities know about the organization’s strategies.
- KRA is essential for making value-added decisions and is helpful for the company’s development.
- It provides the schedule goal for the employees within a specific time limit. So the employees can easily understand their priority areas.
Functions of KRA to HR
HR is responsible for scheduling KRA and assigning roles to the employees.
Some other functions of KRA to HR are:
- Schedule and assign interviews and activities to the employees.
- Conduct personal interviews to recruit new employees.
- Giving appraisal and promotions to the employees from time to time.
- Arranging training for the employees.
- Process leave applications and assign leaves to the employees.
There are several ways to identify a correct KRA for the employees.
Some of them are as follows:
- A well-structured KRA should be detailed, unambiguous, and straightforward.
- Provide KRA as per the strategy and policy of the organization.
- KRA will help to achieve value-added decisions.
- Besides assigning roles, KRA also focuses on the outcomes of the functions.
- KRA is entirely under the control of the HR and management team.
As per the above discussion, Full Form of KRA is Key Result Area or Key Responsibility Area. It is essential for the organization’s growth. But it is individualized and personalized while expecting the employees to deliver their responsibilities.
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