Dear Forum members!
Please elaborate 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 anyone of them.
Best Regards
Manu
From India, Delhi
7Please elaborate 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 anyone of them.
Best Regards
Manu
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From India, Delhi
Hello Manu,
Job Description (JD) usually consists of basic functions that a employee will be carrying out while taking up a particular function. Usually 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, JD is just gives a rough idea to the candidates with a bird's eye view of the entire function which are to be carried out...
Key Responsibility Areas or Key Result Areas (KRAs) are those functions for which the employee is accountable for... and 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 on to the KRAs will be reflected on the employee's appraisal... KRAs are usually not quantitative in nature, unlike Key Performance Indicators (KPIs) which are quantitative and plays a more crucial role during the Appraisals... In fact KPIs help us cross check if the employees have achieved their KRAs...
Expample:
HR (Recruitment)
JD: Incharge 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%...
Optimum number KRAs for any position is usually around 5 to a Max of 7 KRAs...
We as HRs use a lot of Jargons and these are just a few of those scary ones :-P
From India, Madras
Job Description (JD) usually consists of basic functions that a employee will be carrying out while taking up a particular function. Usually 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, JD is just gives a rough idea to the candidates with a bird's eye view of the entire function which are to be carried out...
Key Responsibility Areas or Key Result Areas (KRAs) are those functions for which the employee is accountable for... and 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 on to the KRAs will be reflected on the employee's appraisal... KRAs are usually not quantitative in nature, unlike Key Performance Indicators (KPIs) which are quantitative and plays a more crucial role during the Appraisals... In fact KPIs help us cross check if the employees have achieved their KRAs...
Expample:
HR (Recruitment)
JD: Incharge 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%...
Optimum number KRAs for any position is usually around 5 to a Max of 7 KRAs...
We as HRs use a lot of Jargons and these are just a few of those scary ones :-P
From India, Madras
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JD _ HR.doc
HR KRAs - 2007 (Final1).xls