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Key Result Areas (KRA)

Definition of Key Result Areas

The general criteria set by an organization for a certain role or position are referred to as key result areas, or KRAs. The word describes the span of a job profile and encompasses the job's responsibilities.  

KRAs in organization differ based on the type of business, however there are some similarities across industries. Profitability, customer satisfaction, and employee engagement are the primary motivators for most leaders.

KRA Examples for Human Resource Manager

  • Optimized advertising of vacancies
  • Functional screening of prospective employees
  • Reduced cost of recruitment
  • Retention of valuable employees
  • Minimized employee turnover  

Why are Key Results Areas important?

  • Improves workplace and internal communication
  • Clarifies ongoing tasks and tracks performance
  • Boosts employee productivity  
  • Communicates updated plans to employees
  • Ensure employee tasks are aligned with the company's goals

Difference between Key Result Areas v/s Key Performance Indicators

Key Result Areas (KRAs) are the tasks that must be completed in order to remain productive and helpful. Whereas, KPIs measure a person's, department's, or organization's progress in specific areas (KRA).

KRAs are defined and measurable. On the other hand, KPI is itself a measure, or a numerical number.  Door-to-door sales are an example of KRAs. While, sales targets, profitability, etc are examples of KPI.  

Conclusion

The structure of Key Result Areas helps prioritize essential strategic components. KRAs are measurable and can help achieve long-term success by coordinating an employee’s actions with the strategic objectives. They act as pillars for the agenda, providing structure and direction to the team members in the organization.

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Key Result Areas (KRA)

Definition of Key Result Areas

The general criteria set by an organization for a certain role or position are referred to as key result areas, or KRAs. The word describes the span of a job profile and encompasses the job's responsibilities.  

KRAs in organization differ based on the type of business, however there are some similarities across industries. Profitability, customer satisfaction, and employee engagement are the primary motivators for most leaders.

KRA Examples for Human Resource Manager

  • Optimized advertising of vacancies
  • Functional screening of prospective employees
  • Reduced cost of recruitment
  • Retention of valuable employees
  • Minimized employee turnover  

Why are Key Results Areas important?

  • Improves workplace and internal communication
  • Clarifies ongoing tasks and tracks performance
  • Boosts employee productivity  
  • Communicates updated plans to employees
  • Ensure employee tasks are aligned with the company's goals

Difference between Key Result Areas v/s Key Performance Indicators

Key Result Areas (KRAs) are the tasks that must be completed in order to remain productive and helpful. Whereas, KPIs measure a person's, department's, or organization's progress in specific areas (KRA).

KRAs are defined and measurable. On the other hand, KPI is itself a measure, or a numerical number.  Door-to-door sales are an example of KRAs. While, sales targets, profitability, etc are examples of KPI.  

Conclusion

The structure of Key Result Areas helps prioritize essential strategic components. KRAs are measurable and can help achieve long-term success by coordinating an employee’s actions with the strategic objectives. They act as pillars for the agenda, providing structure and direction to the team members in the organization.

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