INTRODUCTION

KRA's is the set of activities on which performances are rated. KRA's are Key Result Areas which are the main objectives of the employee in an organization. Key Result Areas or KRA's refer to general areas of outcomes or outputs for which a role is responsible. KRA's are also known as key work outputs (KWO's).

Process
Individual 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.

KRAs prepared should be Specific KRAs should be specific and should

make 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 DEFINED
FOR A SPECIFIC PERIOD. S

Remember to focus on why the job

exists and not on
what WE do ? (I fix machinery) BUT why our job exists, which is the vital

what the person does

one

(I keep the plant operating) what our job title is (Im an Engineer)
FOCUS : why our job exists

kras distribution .
20% are

80%

shared responsibilities

kras are

80%
Of work role

Helping team members. Image of the organization. Activities good for the organization.

20%

like

Most roles include 3 to 5 key result areas. If individuals are accountable for more than this, they may be overloaded

VALUE
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 therefore improve their time/work management Communicate their roles purposes to others Make value-added decisions

Implementation
Individuals :
Develop specific goals and objectives, and plans to reach them. Take control of their time/work management strategies Work with those they report to, those they work along with, and those who report to them to identify their KRAs so all on a team have clarity regarding outputs.

Scope
Deliverables. Measurement Matrix. Performance Revisal. Acceptance. KRA really help to get HR thinking strategically.