KRA

Overview

KRA – Business Overview

KRA stands for Key Result Area. In Dafater, the KRA document is used to clearly define what results are expected from a role, team, or individual within the organization. It helps align employee efforts with business goals by focusing on outcomes rather than tasks.

What KRA Is Used for in Business Operations

KRA is used to: - Define performance expectations for employees or roles
- Translate company goals into measurable responsibility areas - Provide a clear basis for performance evaluation - Support fair and objective appraisal and review discussions

In simple terms, KRA answers the question:
“What must this role deliver to be considered successful?”

Prerequisites or Setup Before Using KRA

Before using KRA effectively, the organization should have: - Clearly defined job roles or positions - Agreed business goals or departmental objectives - A structured performance review or appraisal process - Alignment between management and employees on how performance is measured

Without clarity on roles and goals, KRAs lose their effectiveness.

Typical Workflow and How KRA Fits into Business Processes

Define Expectations
Management identifies key result areas for a role, team, or employee based on business priorities.
Assign and Communicate
KRAs are shared with employees so expectations are clear from the start of a review period.
Ongoing Reference
Employees use their KRAs to guide daily work and prioritize activities.
Performance Review
During appraisals, KRAs serve as a reference point to evaluate achievements and gaps.
Feedback and Improvement
KRAs are reviewed and adjusted for the next cycle based on business changes and employee growth.

Key Business Scenarios Where KRA Is Essential

Performance Appraisals – Ensures evaluations are objective and result-focused
Goal Alignment – Connects individual performance to departmental and company goals
Role Clarity – Reduces confusion about responsibilities and expectations
Employee Development – Identifies strengths, gaps, and training needs
Accountability – Encourages ownership of outcomes rather than just activities

Important Considerations for Users

KRAs should be clear, specific, and measurable
Avoid setting too many KRAs; focus on high-impact results
Review KRAs regularly to keep them aligned with changing business priorities
Ensure employees understand and agree with their KRAs
Use KRAs as a development tool, not just for evaluation

In summary, KRA in Dafater is a foundational document for managing performance, aligning efforts with business goals, and building a transparent, results-driven work culture.

Basic Information

Module: HR
Document Type: Other

Fields

Field Name	Label	Type	Required	Options	Description
title	Title	Data	✓	-	Short name identifying the key result area
description	Description	Small Text		-	Detailed explanation of objectives, scope, and expected outcomes

Permissions

Role	Read	Write	Create	Delete	Submit	Cancel
System Manager	✓	✓	✓	✓

DocType	Relationship	Module
Goal	Linked from	HR

KRA