HR Terminology

KRA

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  7. KRA: Meaning, Importance, & FAQs

KRAs refer to the specific areas where an employee is expected to deliver results aligned with the organisation’s goals.

They define the core responsibilities and measurable outcomes for a role.

Key Responsibility Area or Key Result Area provide a clear understanding of what is expected from employees in terms of performance. By focusing on outcomes rather than tasks, KRAs help in aligning individual objectives with broader organisational priorities. This alignment fosters accountability, enhances productivity, and simplifies performance evaluations.

Effective KRAs are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART).

FAQ

KRAs define the broad areas of responsibility for a role, while KPIs are quantifiable metrics used to measure performance within those areas. For example, a KRA might be "Increase Sales Revenue," and the corresponding KPI could be "Achieve 10% growth in quarterly sales."

KRAs clarify role expectations, ensuring employees understand their contribution to organizational success. They also serve as a foundation for setting goals, evaluating performance, and identifying areas for development.

Yes, KRAs should be tailored to reflect the specific responsibilities and outcomes expected from each role, ensuring relevance and alignment with departmental and organizational goals.

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