![]() These are sometimes used to measure the success of an action or goal. KRA And KPI ExamplesĪ KRA can be measured with any results-based indicator. KRA of employees can also be used to measure if there were setbacks during the time period.Ī good way to understand “ what is KRA?” is that it doesn’t necessarily have a goal in mind, as KPIs do. A KRA is used for evaluation and planning of an outcome. If we look at the difference between KRA and KPI, the KRA of employees is created with different goals in mind than the KPI. They’re tools that analyze and measure how well an entity is performing, how fast it responds to calls, payment transactions and other major events. KPIs are used to ensure the good performance of systems. KPIs can also show if there were setbacks during the performance period. They may be measured by looking at whether a target number was met. KPIs are used to monitor the performance of a system. To be clear about what is KRA and what is KPI, let’s take a closer look. The similarity is that both are metrics used to measure the performance of a company or system. KPIs measure how a system is functioning, while KRAs measure the results from certain actions within a system. The difference between KRA and KPI is in what they measure. KPI stands for key performance indicators, while KRA stands for key results area. ![]() To understand KPI vs KRA, let’s first define them. They come up a lot during discussions on job roles, hiring and appraisals. They can be confusing, but it’s important to understand them. Many abbreviations are used in the business world. ![]()
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