What are Key Result Areas and how to identify them?

Key Result Areas are the planned internal or external sectors where the business struggles to realize strong positive results to accomplish its development goals and move towards fulfilling its vision. Each piece of work includes three to five critical tasks. These important jobs on which employees, departments and, organizations want to focus are the key result areas. Key Result Areas management training contains step-by-step implementation approach for goal setting and making performance-based appraisal system. Goal setting can move organization to a world-class performance-based working organization. If decide key performance targets for each and every individual and link it to performance-based appraisal, then it makes a vibrant result-oriented work culture.

For illustration, a management consultant is responsible for some activities like.

• Manage with customers to assemble meetings.
• Understand their customers’ problems and decide how to provide to their requirements.
• Collect and analyze customers and their industries.
• Create an adequate plan of action for the customers’ business.
• Communicate and coordinate with their teammates and other departments.
• Draft emails and proposals for internal and external communication.
• Present solutions and the final plan to the customer.
• Contribute to the white papers produced by organization.
• Contribute to the business development activities of organization.

How to identify Key Result Areas?

When it comes to key result areas, there is no one-size-fits-all. KRAs vary with organizations, departments and employees. Everybody must individually identify their KRAs and work to bring about effective development. Some points to keep in mind while going about it are as follows:

Understanding the organization’s goals: Before detection their KRAs, one must understand their organization’s ideals and short and long-term goals. Knowing a business is compulsory before working for its development.

Discussions: Key Result Areas need to be SMART, that is specific, measurable, achievable, relevant and time-bound. It is not possible for a person to write them alone. Must conversation to their colleagues, bosses and subordinates to finalize the list of key result areas.

Asking the right questions: While understanding the key result areas to work on, employees must ask themselves why precisely they had been hired, what is their job and contribution to the organization. People heading a team must know the goal of creating it before distinguishing between its essential and non-essential pieces of work. Also, essential to remember that KRAs don’t comprise expendables. Only important tasks should be included in the list of key result areas.

Quantification: Key Result Areas need to be measurable. However, several critical sectors like employee satisfaction cannot be measured directly, and managers have to find ways to measure them. In this case, human resources managers do so by devising feedback forms and satisfaction surveys per annum.

Division of work: After knowing its Key Result Areas, the organization needs to divide the work among its employees based on their abilities and commitments. This further assists them in figuring out the employees’ key results areas.

Writing: The written matter is more explicit and commands more seriousness than word-of-mouth instructions.