Difference between KRA and Job description - performance appraisals

vishal_setia24 Started The Discussion:

Dear All What is the difference between KRA and Job Description? Please help Vishal Setia

Lokesh_juneja -  Member Since: Aug 2011
The difference between Job Discription and KRA's is-

JD- It will give the broad discription or picture of any job.

KRA's- It is very specific to organization short term and present goal


mona_swarnakar -  Member Since: Jun 2010
Job description what day to day job you have to do in your working days and there is step by step details about that.
where, KRA (key result area) is end of the month/quarter/year what targets you have been achieved or suppose to achieved,what result you have shown in your performance and what benefits getting from this in your company.
Generally in performance appraisal you need to write your performance or achievements of particular months or quarter this is called KRAs..

thebest05 -  Member Since: Feb 2010
Job Description is the detail picture of your job, consisting of detailed activities, which may be called as job profile and KRAs, i.e. key responsible areas, means the important functions/responsibilities which are mainly expected from you.

sethupathy -  Member Since: Jun 2007
Dear All,

JD can be used to define the duties and responsibilities of that particular Job, and along with job specification one can get a clear picture of the Position. JDs are not a changeable, until new responsibilities are added to that job position.

Where as KRA's fixed in a measurable ways and they may linked with Performance Appraisals. KRA's are changeable after reviews.

Excellent HR Services.

mohanakhilesh -  Member Since: Feb 2008
JD is detail of Jobs where as KRA is only Key result areas to be used for Performance management system. Akhilesh Kumar, Durgapur

milindesai -  Member Since: Dec 2010
Hello, JD = the overall picture of the Position or designation. JDs are Fixed. KRA = The tasks assigned or expected out of the designation. Flexible.

soumik1570 -  Member Since: Dec 2009
in simple words... job description specifies what is your responsibility and day -to - day duties while you hold a specific post in the company...
out of this daily responsibilities and duties few can be measured or quantified ,,, this is known as the key result areas, which denotes the accountability of the post towards the organizational goals. let me cite one example..

I am in room maintenance..ie , my job is to maintain a room..

now |job descrptions may be ..
1. Brooming atleast thrice in a day
2. changing the sofa , furniture covers
3. sweeping the floors twice in a day

now the KRAs will be
1.dusting management
a, broom the floors 3ce in a day ----ensuring 0% dust level.
b. Use brooms of 3 standard sizes to reach the inaccessible areas--- adherence to 100% quality standard...

2.Floor management
Sweep the floor at equal interval, with proper disinfectants
a. Maintain timeliness---- Sweep hourly/daily/weekly
b. ensure whole floor coverage--0-100% accuracy

Dinesh Divekar -  Member Since: Nov 2006
Dear Vishal, I have given clarification on the above concepts in one of my previous posts. You can (click here) at http://www.citehr.com/1294358-post10.html to read it. Dinesh V Divekar

ashokmbahr -  Member Since: Sep 2009
Job Descritption include all job performance curriculam including his reporting process, and other obligation towards his job. in KRA the specific points from JD is considered and it expect actual output from employee against his performance. KRAs always are on performance base and accountable. it may evaluate on monthly, quarterly, half yearly, and yearly basis.

At the time of deciding the JDs the team consider and observe daily actual job and prepare JD but in KRA the what will be final output after recruiting the perticular position is considered.



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