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KRA's is the set of activities on whichperformances are rated.
KRA's are Key Result Areas which are themain objectives of the employee in anorganization.
Key Result Areas or KRA's refer to generalareas ofoutcomes or outputs for which a role
is responsible. KRA's are also known as key work outputs
(KWO's).
INTRODUCTION
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ProcessIndividual determine the KRAs of their roles :
They list their main day to day responsibilities/
__activities.They review the answers to their why questions,__looking for common themes or areas.
For each activity, they ask Why do I do this?
They identify their KRAs from these themes.They share their KRAs, preferably with those they
__report to, those they work along with, and those who
__report to them.
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KRAs prepared should be
Specific KRAs should be specific and shouldmake sense.
Measurable KRAs should be measurable.
Achievable KRAs framed should be Achievable.Related to Job KRAs should be Related to job.
Time Bound KRAs framed should be DEFINEDFOR A SPECIFIC PERIOD. S
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Remember to focus on whythe jobexists and not on whatthe person does
what WE do ?(I fix machinery)
whatour job title is(Im an Engineer)
BUT whyour job exists, which isthe vital one
(I keep the plant operating)
FOCUS : whyour job exists
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krasare
80%
shared
responsibilities
20%Helping team members.Image of the organization.Activities good for the
organization.
kras distribution .
80%
20% are
Of work role
like
Most roles include 3 to 5 keyresult areas. If individuals are
accountable for more than this, they may be overloaded
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Identifying KRAs helps individuals Clarify their roles.
Set goals and objectives.
Focus on results rather than activities. Align their roles to the organizations
business or strategic plan.
Prioritize their activities, and thereforeimprove their time/work management
Communicate their roles purposes toothers
Make value-added decisions
VALUE
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ImplementationIndividuals :
Develop specific goals and objectives, andplans to reach them.
Take control of their time/work managementstrategies
Work with those they report to, those theywork along with, and those who report to
them to identify their KRAs so all on ateam have clarity regarding outputs.
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Scope
Deliverables.
Measurement Matrix.
Performance Revisal.
Acceptance.
KRA really help to get HR thinking
strategically.
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