Key Responsibility Areas (KRA) | Meaning and Definition

What does KRA for employees mean?

The full form of KRA is Key responsibility Areas. It describes the areas where employees are responsible for a specific task or element of the job. In simple words, KRAs help define an employee’s job roles and responsibilities within a company. Having KRAs can help in setting measurable goals for employees and hold them accountable for certain tasks. Implementing KRAs can help to improve communication and productivity in a number of ways.

What are the methods of writing KRA?

There is a specific method to write KRA. Such method is described using certain key pointers:

  • KRAs are decided on basis of employee’s JD. So it is necessary to go through employee’s JD once. If necessary it is advised to talk with employee and their respective manager.
  • It is necessary to figure out how an employee can contribute towards the growth of the organization.
  • Remember to overlook observable essential tasks that can be converted in the form of specific figures such as percentages, numbers etc.
  • It is necessary to ensure that observable tasks are included when determining goal of an individual. 

What are the benefits of KRA?

There are many benefits to KRA performance for employees. Here are some of them:

  1. Increased clarity and focus: When employees know their specific responsibilities, they can focus on those things and produce better results.
  2. Greater accountability: Employees with specific key responsibility areas are more likely to be held accountable for their work. This can lead to improved performance and productivity.
  3. Easier delegation of tasks: When managers know which tasks fall within an employee’s key responsibility area, it is easier to delegate tasks to that employee. This can help improve overall efficiency in the workplace.
  4. Improved communication: By communicating the key responsibility areas for each employee, managers can ensure that everyone is aware of their roles and responsibilities. This can help avoid misunderstandings and confusion.

Some examples of KRA

Some examples of KRAs are described below:

  • Human resource management and development
  • Financial management
  • RND (Research and Development)
  • Manufacturing
  • Administration
  • Sales and Marketing

KRA Examples

KRA examples might include such measures as the number of calls made per hour by a customer service representative; the rate at which a salesperson responds to emails; the average time it takes to complete a task.

FAQs (Frequently Asked Questions)

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KRA refers to Key Responsibility Areas. It document the specific areas in which employee is expected to work.

KPI stands for Key Performance Indicators. It is  a quantifiable measure of performance over time for a specific objective

An example of KRAs for human resources managers include the following: Improve job vacancy by advertising to attract more qualified candidates.