Key Result Areas, popularly known as KRAs, have been integral to the performance evaluation process for years. HR managers and employers are interested in improving their business’s performances and efficiency but may face issues when it comes to measuring them objectively. Here this concept helps employer’s to track performance traditionally or on a performance management system.
KRA, an abbreviation for key result areas, stands for the general measurements or parameters that a company has set for a particular position. The word describes the span of a job profile and encompasses around 80% to 8% of a job’s responsibilities. The term is often used in business settings and refers to the general measurements or parameters that the organization has set for a particular position.
The company’s employee performance is evaluated through key result areas, which help employees have a clearer understanding of their function. This should be well-defined, quantitative, and straightforward to track. This also helps employees align their roles in the company.
In a manner that resembles organized chaos, these are produced by corporations and organizations to evaluate the performance of their employees. Employers also use KRAs as an evaluation tool since they focus on all aspects of an employee’s work life, not just one job duty.
It can serve many functions. They can summarize an employee’s role in an organization, and they can motivate employees and increase their engagement.
Knowing what you are responsible for is essential to your job satisfaction, productivity, and professional growth:
If you want to assign key result areas and make sure employees can maximize the efficiency of your organization, here are five simple tips:
It stands for Key Result Area, a system many businesses use to measure and account for how well their employees are doing. While it is weighted according to their importance, all weights added together must equal 100%. Each KRA has quantifiable key performance indicators (KPIs) that track how well your organization is doing.
To achieve goals smoothly and channelized manner, it is necessary to assign Key Results area (KRAs) to employees according to their positions in an organization. However, while assigning the KRAs, it is advisable to follow three steps:
When you link SMART goals (Specific, Measurable, Achievable, Realistic, and Timely) to job descriptions and the organization’s Key Results Areas, you help employees align their work to organizational needs. Defining a job’s duties as precisely as possible helps managers set goals that match employees’ skills and the company’s needs.
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