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