Criteria: (KRA, KSA VS KPI)

KRA, KSA, and KPI are all different criteria used in performance management to evaluate employee performance. Here’s how they differ:

KRA – Key Result Areas: KRAs are the broad areas of responsibility that an employee is accountable for. They are usually aligned with the organization’s strategic objectives and are used to evaluate an employee’s overall performance. KRAs are typically set at the beginning of the performance management cycle and are used to define an employee’s major duties and responsibilities.

KSA – Knowledge, Skills, and Abilities: KSAs refer to the specific competencies, knowledge, and skills required for an employee to perform their job effectively. KSAs are usually used as a basis for job descriptions and are assessed during the hiring process or in the employee’s annual performance appraisal.

KPI – Key Performance Indicators: KPIs are the measurable indicators used to evaluate how effectively an employee is achieving their KRAs. They are specific, measurable, and quantifiable metrics that track progress towards achieving a goal. KPIs are often used in conjunction with KRAs to provide a more detailed assessment of employee performance.

In summary, KRAs define an employee’s broad areas of responsibility, KSAs assess their specific competencies and skills, and KPIs track progress towards achieving specific goals. All three criteria are important for evaluating employee performance and contributing to organizational success.