KRA Full Form
KRA Full Form, What is the Full form of KRA? The full form of KRA, the abbreviation, stands for Key Result Areas. The general measurements or parameters that the organisation has set for a certain position are referred to as key result areas, often abbreviated as KRAs. The word describes the span of a job profile and encompasses around 80% to 8% of a job’s responsibilities.
The employee’s work profile is broadly defined by key result areas (KRAs), which allows them to have a clearer understanding of their function. KRAs should be well-defined, quantitative, and straightforward to track. It also aids employees in aligning their roles with those of the company.
KRAs are broad areas or themes on which employees are expected to focus throughout the year.
KRAs are produced by a corporation or organisation to evaluate the performance of their employees in a systematic and structured manner. They may also be used as an evaluation tool because they focus on their overall performance.
KRA Full Form in HR
केआरए का पूर्ण रूप मुख्य परिणाम क्षेत्रों के लिए है। संगठन ने एक निश्चित स्थिति के लिए जो सामान्य माप या पैरामीटर निर्धारित किए हैं, उन्हें प्रमुख परिणाम क्षेत्र या केआरए कहा जाता है। यह शब्द जॉब प्रोफाइल की अवधि का वर्णन करता है और नौकरी की जिम्मेदारियों के लगभग 80% से 8% को शामिल करता है।
कर्मचारी के कार्य प्रोफ़ाइल को मुख्य परिणाम क्षेत्रों (केआरए) द्वारा व्यापक रूप से परिभाषित किया जाता है, जो उन्हें अपने कार्य की स्पष्ट समझ रखने की अनुमति देता है। KRA को अच्छी तरह से परिभाषित, मात्रात्मक और ट्रैक करने के लिए सीधा होना चाहिए। यह कर्मचारियों को कंपनी के साथ उनकी भूमिकाओं को संरेखित करने में भी सहायता करता है।
केआरए व्यापक क्षेत्र या विषय हैं जिन पर कर्मचारियों से पूरे वर्ष ध्यान केंद्रित करने की उम्मीद की जाती है।
KRA को एक निगम या संगठन द्वारा व्यवस्थित और संरचित तरीके से अपने कर्मचारियों के प्रदर्शन का मूल्यांकन करने के लिए तैयार किया जाता है। उनका उपयोग मूल्यांकन उपकरण के रूप में भी किया जा सकता है क्योंकि वे अपने समग्र प्रदर्शन पर ध्यान केंद्रित करते हैं।
KRA Full Form and KPI Full Form: Differences
While the terms KRA (Key Responsibility Areas), KPI (Key Performance Indicators), and Goals are frequently used interchangeably (and inaccurately), there is sometimes a misunderstanding between them.
Based on their job function, each employee has responsibilities. These obligations are referred to as KRAs, and they are detailed in the employee’s job description. KPIs, on the other hand, are measurable indicators that are used to determine how well a business unit or organisation is performing.
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Methods of HR to write smart KRAs
- These are generally focused on job descriptions, check over the employee’s JD completely. Speak with both the manager and the employee, if the situation demands.
- Determine exactly what the person would accomplish and how they would contribute to the company’s success.
- Remember to complete all visible important tasks on the job. This includes information stated in percentages, figures, and the like.
- Make targets that are focused on these expectations, and make task explanations as self-explanatory as possible.
- When describing such goals, make sure to provide visible and reasonable targets and timeframes.
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KRA Full form in Company Job
There are numerous benefits to having a well-defined set of KRAs for each job role. including
- Allows each employment role to be linked to the company’s strategy.
- Organizational alignment from the top down
- Setting clear objectives for staff
- Coaching and counselling based on need
- Measurement of outcomes on a regular basis
- Performance evaluations that are fair
- Employees are hired based on the needs of the company.
FAQs on KRA Full Form
What does the abbreviation KRA stand for?
KRA stands for Key Result Areas.
What is a KRA for an employee?
These are the precise aspects of a job profile on which an employee is required to work. It is a pre-determined framework for each employment role that serves as the employee’s scope of work. It is a description of the job profile that the company has created.
What is the difference between a KRA and a KPI?
KRA and KPI are two measures that are critical for determining whether or not an organization’s strategies are on track. KRA stands for Key Result Areas, and KPI stands for Key Performance Indicators.
In HR, what is a key performance indicator (KPI)?
In HR, a KPI assesses how effective HR is at implementing the organization’s HR strategy.
What is the significance of KRA?
Your leadership role and the essential value you provide to the firm are defined by your Key Result Areas. The KRAs of a leader are the most essential drivers of a company’s success.