A Glossary of HR Terminology

Glossary of Human Resources Management and Employee Benefit Terms

A Glossary of HR Terminology

Glossary of Human Resources Management and Employee Benefit Terms

HR Wordbook > Key Responsibility Area (KRA)

HR Wordbook > Key Responsibility Area (KRA)

Key Responsiblity Area 

Key Responsiblity Area 

What is KRA?

KRA, or Key Responsibility Areas, are based on the job description of a person and are used when assigning tasks that they are expected to perform. Employees are solely responsible for the specific KRAs assigned to them. KRAs are a larger goal. For example, as a content writer, your KRA would be to produce content that performs and ranks well.

 

How to write KRAs?

While writing a KRA, here are some things to keep in mind:

  1. Since these are based on job descriptions, go through the JD of the employee thoroughly. Discuss with their manager and them if need be.
  2. Find out exactly what the employee is supposed to achieve and how they would contribute to the organization’s progress.
  3. Note down all measurable critical responsibilities to be carried out on the job. These include things that can be measured in numbers, percentages, etc.
  4. Set goals based on these responsibilities and write self-explanatory descriptions of every goal.
  5. When describing these goals, ensure that measurable and realistic targets and timeframes are set.

 

The Following are KRA Examples & Benefits for all Management:

  1. KRA helps state things very clearly, such as what to do and how to go after it.
  2. It represents how the Performance will be measured.
  3. With the help of KRA, it becomes effortless to align with the Job Role and Working environment.
  4. KRA helps to set a realistically time-bound based on the Organization’s business plans.
  5. It helps to investigate critical roles and responsibilities in various sections of the Organization.
  6. Gives fair performance reviews of the Employee work.
  7. KRA helps to get the right employee who can fulfil the organization’s needs.

What is KRA?

KRA, or Key Responsibility Areas, are based on the job description of a person and are used when assigning tasks that they are expected to perform. Employees are solely responsible for the specific KRAs assigned to them. KRAs are a larger goal. For example, as a content writer, your KRA would be to produce content that performs and ranks well.

 

How to write KRAs?

While writing a KRA, here are some things to keep in mind:

  1. Since these are based on job descriptions, go through the JD of the employee thoroughly. Discuss with their manager and them if need be.
  2. Find out exactly what the employee is supposed to achieve and how they would contribute to the organization’s progress.
  3. Note down all measurable critical responsibilities to be carried out on the job. These include things that can be measured in numbers, percentages, etc.
  4. Set goals based on these responsibilities and write self-explanatory descriptions of every goal.
  5. When describing these goals, ensure that measurable and realistic targets and timeframes are set.

 

The Following are KRA Examples & Benefits for all Management:

  1. KRA helps state things very clearly, such as what to do and how to go after it.
  2. It represents how the Performance will be measured.
  3. With the help of KRA, it becomes effortless to align with the Job Role and Working environment.
  4. KRA helps to set a realistically time-bound based on the Organization’s business plans.
  5. It helps to investigate critical roles and responsibilities in various sections of the Organization.
  6. Gives fair performance reviews of the Employee work.
  7. KRA helps to get the right employee who can fulfil the organization’s needs.