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The full form of KRA is Key responsibility Areas. It describes the areas where employees are responsible for a specific task or element of the job. In simple words, KRAs help define an employee’s job roles and responsibilities within a company. Having KRAs can help in setting measurable goals for employees and hold them accountable for certain tasks. Implementing KRAs can help to improve communication and productivity in a number of ways.
There is a specific method to write KRA. Such method is described using certain key pointers:
There are many benefits to KRA performance for employees. Here are some of them:
Lets take an example of sales related KRA:
KRA: Meet monthly sales target.
Example: Ensure the sale of $70,000 MRR.
KRA: Build and maintain strong relationships with clients to ensure repeat business and customer retention.
Example: Manage relationships with 17 key accounts, aiming for a 90% client retention rate.
KRA: Identify and pursue new business opportunities in untapped markets.
Example: Generate 20 new leads each month from different demographic region.
KRA: Maintain a healthy sales pipeline by actively managing leads through the sales funnel.
Example: Ensure that at least 60% of leads in the pipeline progress to the next stage every quarter.
KRA: Stay updated on product features, benefits, and market trends to effectively communicate value to customers.
Example: Complete product training sessions quarterly and score at least 90% on knowledge assessments.
KRA: Provide regular sales reports and analyze performance metrics to identify areas.
Example: Submit weekly sales reports and achieve a minimum of 10% growth in conversion rates based on data insights.
KRA, or Key Responsibility Area, defines the goals that each employee must achieve in a certain period of time. It is a roadmap that guides us towards business success. When your team has clear KRAs, you see increased productivity.
Want to track progress effectively? That’s where KPI comes in! KPI, or Key Performance Indicator, is a measurable goal that shows how well your team is doing. For example, if your goal is customer satisfaction, a KPI could be achieving a 90% satisfaction rating. Setting clear KPIs helps us measure success over time.
A KRA, or Key Result Area, outlines specific goals for. For example, if you’re an HR manager, a KRA might be to improve job vacancy fill rates. Specifically, you could aim to attract 20% more qualified candidates by enhancing job advertisements. This KRA helps us focus on measurable outcomes.
“I was able to implement the platform on my own. It helps in assigning the tasks to other employees, conducting surveys & polls & much more. The ease of use & self-onboarding is something that I would like to appreciate.”
