kra and kpis difference

8/4/2019 KRA and KPIs Difference

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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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kra and kpis difference

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