Recently I have joined in a Service sector Organization.
My Organization is into providing services like, freight forwarding, logistics and transportation needs - air, ocean, and land to all our customers.
I have given the responsibility to make the Job description ( KRA, KPI & KPA ) of various department e.g. Sales, Marketing, Operation , Accounts, IT and etc.
Can any HR Gurus help me out to defining this.
KRA - any profession u take there would be a wide range of responsibilities to be held, but there shud be some responsible areas for which the person who holds the job is accountable to an extent, for example., for a sales person the KRAs could be 1. Identifying new clients 2. acheive the given target 3. revive existing but dormant clients. Though he needs to take care of order fullfillment, payment collection, customer satisfaction..etc,the KRA mentioned above are those based on which his performance would be gauged.
KPI - is basicaly used to monitor the performance. For example 1. how many deliveries where you asked to handle in a quarter 2. how many of them u did on time 3. how many u failed to do on time 4. where the ivoices sent in requested mode 4. where the invoices made in time.
hope this gives u an idea.
1. Identifying new clients
2. acheive the given target
3. revive existing but dormant clients.
First one, you can search forum by keyword you wanted or visit: KPI examples
@ Rubai...check the link which will be helpful. Job Descriptions - Free Sample Job Descriptions - How to Develop Job Descriptions
Also search the internet and you wil get loads of job decription for the position you mentioned.
KRA - key responsibility area - where in you set target in defined timeline along with well set and defined measuring parameter .
KPA- key performance area - where in your performance gets measured for eg.
doing recruitment is a KRA where as how many positions you have closed is your KPA and the no is your KPI (indicator)
JD is again different - where in you define what is expected from position in terms of education/skills set/experience/age/other qualities,do let me know if you need further information
Speaking of defining KPI, www.smartKPIs.com may be a good resource for you. It contains a user friendly library of well-documented performance measures. At the moment it lists over 3100 KPI examples, grouped in 73 functional areas, as well as 83 industries and sub-categories.
KPI examples are available on these page:Sales and customer service KPIs
They include but not limited to:
% Sales invoices issued on time
$ Cost per call
In addition to examples of performance measures, www.smartKPIs.com also contains a catalogue of performance reports that illustrate the use of KPIs in practice.
Examples of such reports are available on:
Sales and customer service KPIs in practice
The website is updated daily with new content, so check it from time to time for additional content.
Please note that while examples of performance measures are useful to inform decisions, each performance measure needs to be selected and customized based on the objectives and priorities of each organisation.
Writing JD is a specialized process called job analysis. The outcome of the process of Job Analysis are Job Description & Job Sepecifications. But Before Job Analysis, the organization need to have a scientific Organization structure without which the job analysis will prove to be just a cosmetic exercise with no tangible benefits to the organization or the employee.
I suggest that please DO NOT try to cut, copy & paste JD or KPI from any site or source because each organization is unique. The sources and sites can give you a broad understanding of what a job is, but no site can provide you the JDs customized to your organization.
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