Highlight: Key Result Areas - Life-Role

1 Life-Role Development Group, 2001 Highlight: Key Result AreasSummary Key Result Areas or KRAs refer togeneral Areas of outcomes or outputs forwhich a role is responsible. A typicalrole targets three to five KRA. KRAsare also known as key work outputs(KWOs).ValueIdentifying KRAs helps individuals: Clarify their roles Align their roles to theorganisation s business or strategicplan Focus on results rather thanactivities Communicate their role s purposesto others Set goals and objectives Prioritize their activities, andtherefore improve their time/workmanagement Make value-added decisionsDescriptionKey Result Areas (KRAs) capture about80% of a work role. The remainder ofthe role is usually devoted to Areas ofshared responsibility ( , helping teammembers, participating in activities forthe good of the organisation).

2 Forexample, image of the organisation isusually a very senior official s key resultarea, but hopefully all employeescontribute to this roles include 3 to 5 key resultareas. If individuals are accountable formore than this, they may be overloaded,or they may not be Result Areas are worded using as fewterms as possible with no verbs ( ,these are about results , not action) andno direction/measurement ( , wordssuch as "good," "increased" or"decreased"). They simply describe theareas for which one is responsible forresults. ExampleConsider a hockey team. No player isresponsible for "wins;" this is anoutcome for the entire team. Each playerhas specific KRAs to maintain. Thegoaltender has one primary KRA, shotsstopped and a secondary KRA, rebounds.

3 The defence position isprimarily accountable for keeping thepuck away from the net, and getting thepuck out of the defensive zone. Thesemight be worded as the following KRAs: shots on net and defensive zonecontrol. NOTE: Both defence playersshare these accountabilities. Forwardsare primarily responsible for scoring andkeeping the puck in the offensive might be worded as the followingKRAs: goals scored and offensivezone control. Note that this descriptionrefers only to general play, notpowerplays or or lines may have additionalKRAs under these another example, consider a serverin a restaurant. Customer satisfaction is not a key work output everyone inthe restaurant contributes to that aim. Life-Role Development Group, 2001 However, customer rapport is a keywork output of the server.

4 Whether ornot the food is good, on time, or hot, theserver is expected to develop rapportwith customers. Other key work outputsmight include paid bills and deliveredfood & beverages. ProcessIndividuals undertake the followingsteps to determine the KRAs for list their main day-to- each activity, they ask Why doI do this? review the answers to their why questions, looking forcommon themes or identify their KRAs fromthese share their KRAs, preferablywith those they report to, those theywork along with, and those whoreport to who identify their KRAstypically: Work with those they report to, thosethey work along with, and those whoreport to them to identify their KRAsso all on a team have clarityregarding outputs. Develop specific goals andobjectives, and plans to reach them.

5 Take control of their time/workmanagement strategies