nidpi Started The Discussion:
Hi to all!
I am a HR professional. I am defining the job descriptions of the different roles in my organization. and based on that I will proceed with defining KPAs of every employee there. I have already done some search.
It will be gr8 if someone send me the JD's format as well as KPA's format.
I will appreciate if someone will suggest me on this area with his/her professional expertise.

Posted 30th January 2006 From India

Attached is the JD for HR Executive

Are we speaking about KPAs or KPIs? Performance areas are based on the immediate Objectives of the organization planned for the period of assessment

This will form the part of the incumbent;s objectives or goals

KPIs will be the performance indicators or the measuring parameters in assessing the achivement of the objectives

Rajesh B
Posted 31st January 2006 From India, Bangalore
Attached Files
Shared By Cite.Community Member "Rajesh Balasubramanian" For Public Download
File Type: doc hr_executive_654.doc (27.0 KB, 4141 views)
Hi Rajesh!
Thanks for the taking the initiative for sending the JD's and KPI's forms to me ... But i can neither view the attachment nor able to retrieve it..
Kindly send it again please...
Thanks for helping me..
Posted 3rd February 2006 From India
If you mean Key Performance Indicators (KPIs), Iíve gone off putting these in Job Descriptions as in todayís ever-changing business environment these will change regularly. JDs should be relatively fixed as these form the basis of the agreement with the employee when the job was offered to them.

Instead, we use Goals and KPIs in each individualís annual performance plan and these are tied to the organizationís annual strategic and operational objectives. Being in the performance plan, the employee recognizes that these will change from year to year and will form a fundamental aspect of their performance appraisal.
Posted 3rd February 2006 From Australia, Melbourne
I am working on same 4 me KPI IS relevant to balance sore card.We should know which ares to concentrate and design 'KPI' spreadsheet inorder to get information on these area which has strategic importance.


Posted 9th April 2006

job descriptions neednt to take a particular format and the HR person could design his/her own format. make sure that you provide the minimum expected from the JD.

if an organizaion is focusing on obtaining ISO certification JDs are mandatory for such an organization and i have noticed that JDs of such firms are more detailed than other organizations.

before assigning KPI it would be good if you could diccuss it with new employees specally.

Posted 9th April 2006 From Sri Lanka
Hi, I totally agree that KPI should be attched with job description and job contract so that the employee know on which criteria hisor her performance will be measured Regards GN
Posted 18th April 2006
Hi all, i’m interesting about job descriptions for healthcare staff. If anybody had anything about this please inform me.
Posted 1st November 2006

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