Key result areas or KRAs refer to the general metrics or parameters which the organisation has fixed for a specific role. KRAs broadly define the job profile for the employee and enable them to have better clarity of their role. KRAs should be well-defined, quantifiable, and easy to measure. It also helps employees to align their role with that of the organisation. KRAs are broad categories or topics on which the employee has to concentrate during the year. For example, an employee who is working at a managerial level in a manufacturing company would have a different KRA than somebody who is in a technology firm. The employee should have a clear understanding of his/her KRAs to perform his/her tasks efficiently and take complete ownership. KRAs could vary from organisation to organisation and from one work profile to another. There are no set rules to define KRAs, but broadly they sum up the job profile as well as the key impact areas on which the employee is expected to deliver.
Goal-setting is the process of identifying something you want to accomplish and establishing measurable and specific objectives to achieve it. Goals are your desired results that you or your team are committed to achieving within a specific time frame. It involves setting long-term and short-term objectives that help you stay focused on your goals, track your progress, and attain the desired result. Goals help to see the bigger picture and provide you with a sense of accomplishment once you achieve them.
KRA and goal setting are interlinked with Performance Management and on analyzing them and after taking necessary actions they make any organization winning.
Our KRA and Goal Setting consultants provide Consultancy in following steps: