Dear Forum members,
Please elaborate on the difference between KRAs and JD. What is the importance of maintaining and documenting both JD and KRA for all employees in the company? Can we do without either of them?
Best Regards,
Manu
From India, Delhi
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7Please elaborate on the difference between KRAs and JD. What is the importance of maintaining and documenting both JD and KRA for all employees in the company? Can we do without either of them?
Best Regards,
Manu
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From India, Delhi
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Hello Manu,
Job Description (JD) usually consists of basic functions that an employee will be carrying out while taking up a particular function. Usually, the JD is given to the candidates while recruiting them so that they will get a better idea of what they will be doing in the given role. To add on to this, the JD just gives a rough idea to the candidates with a bird's eye view of the entire function that is to be carried out.
Key Responsibility Areas or Key Result Areas (KRAs) are those functions for which the employee is accountable. The KRAs are always expected to be met by the employee all the time. KRAs are also linked to the performance appraisals, and failing to stick to the KRAs will be reflected in the employee's appraisal. KRAs are usually not quantitative in nature, unlike Key Performance Indicators (KPIs), which are quantitative and play a more crucial role during the appraisals. In fact, KPIs help us cross-check if the employees have achieved their KRAs.
Example:
HR (Recruitment)
JD: In charge of the recruitment activities of the entire organization.
KRA: Carry out the recruitment activities in a cost-effective way.
KPI: Reduce the cost of recruitment by 10%.
The optimum number of KRAs for any position is usually around 5 to a maximum of 7 KRAs.
We as HRs use a lot of jargon, and these are just a few of those scary ones :-P
From India, Madras
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Job Description (JD) usually consists of basic functions that an employee will be carrying out while taking up a particular function. Usually, the JD is given to the candidates while recruiting them so that they will get a better idea of what they will be doing in the given role. To add on to this, the JD just gives a rough idea to the candidates with a bird's eye view of the entire function that is to be carried out.
Key Responsibility Areas or Key Result Areas (KRAs) are those functions for which the employee is accountable. The KRAs are always expected to be met by the employee all the time. KRAs are also linked to the performance appraisals, and failing to stick to the KRAs will be reflected in the employee's appraisal. KRAs are usually not quantitative in nature, unlike Key Performance Indicators (KPIs), which are quantitative and play a more crucial role during the appraisals. In fact, KPIs help us cross-check if the employees have achieved their KRAs.
Example:
HR (Recruitment)
JD: In charge of the recruitment activities of the entire organization.
KRA: Carry out the recruitment activities in a cost-effective way.
KPI: Reduce the cost of recruitment by 10%.
The optimum number of KRAs for any position is usually around 5 to a maximum of 7 KRAs.
We as HRs use a lot of jargon, and these are just a few of those scary ones :-P
From India, Madras
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