Business Mentor, Consultant And Trainer
Career Management, Talent & Capability
Asst. Hr Manager
Mukesh (bablu )
It appears that you have confused between Job Description and Key Performance Indicators (KPIs). Recruitment is based on former and not latter.
KPIs are designed after studying the systems and processes of the department. KPIs are for organisation or for department and not for the individual position. Yes, HOD is responsible. But he is responsible for the KRAs of his department and not the KPIs.
You may check job portals for the event manager position. Possibly you may get the JD of Event Manager. Do further modification as per your requirement. Check following two links:
Event organiser: Job description | Prospects.ac.uk
Event Manager Job Description | Americasjobexchange.com
Dinesh V Divekar
17th November 2014 From India, Bangalore
I am not confused ..I know the difference between J.D and K.P.I . I forwarded message to you please go through it and then suggest me how I designed that..
18th November 2014 From India, Delhi
Assuming that you already have a set of tasks to be delivered, why don't you share it with us and set the deliverables and measures on it.
Dinesh had shared templates for you to have an idea on the structure.
However, the KRA for Event Manager in your firm is going to be entirely different.
Looking forward to work with you on this.
18th November 2014 From India, Mumbai
I already shared the J.D with Dinesh for Event Manager, now sharing it with all, this one is a position which we are introducing first time in our organization . Please go through the JD first,
1. Event planning for each event, including budgeting. Monitoring against plan.
2. Setting, communicating and maintaining timelines and priorities on every event.
3. Event concept creation, e.g. themes, message, purpose, refreshments etc.
4. Being responsible for all project budgets from start to finish.
5. Presentation skill to motivate the audience.
6. Organization of all materials needed to be shipped to an event before scheduled time.
7. Ensure all Audio Visual elements e.g PPT slides are created and tested in advance.
8. To work with the Managers/HODís to agree upon objectives and outcomes for each event
9. Able to travel for venue booking, inspection across PAN India.
Feedbacks and Reports:
1. Maintaining the for the project/event. .
2. Co-ordinate with other departments and franchisee regarding event programs.
3. Proper filling of the reports and feedback.
4. Manage event related data like photos, videos, feedback forms etc.
1. Good with Budgets.
3. Reliable/Good at hitting deadlines
4. Excellent communication and influencing skills
5. Strong diplomacy and a good sense of humor are a definite advantages
6. Knowledge of MS-Outlook is an added advantage.
according to Job responsibilities I have to create the KPI. waiting for your reply.
18th November 2014 From India, Delhi
From the JD given above, it is difficult to design KPIs. Please confirm what is the input and what is output of this department or this position. Parameters to design KPIs are quality, quantity, accuracy, cost, customer satisfaction, timeliness or delivery, capacity utilisation etc.
From the JD given above, we cannot design the KPIs on these parameters. Either I need to talk to the Event Manager or your superior who wants the KPIs.
Anyway, I have designed following few KPIs:
a) Average revenue per event
b) % of event days against total working days of the calendar year or financial year
c) % of events conducted from repeat customers (< 3 years old) in the calendar year or financial year
d) % of events managed within approved budget
e) % of marketing spend against total revenue
f) Number of accidents or safety incidents reported during the events
What about instituting comprehensive PMS for the entire organisation? You cannot have KPIs for the selected staffs. Please call me on my mobile and I shall explain meaning and importance of comprehensive PMS.
All the best!
18th November 2014 From India, Bangalore
I don't think Dinesh was referring to a lack of knowledge when he commented and i quote "It appears that you have confused between Job Description and Key Performance Indicators (KPIs)" in one of his previous comments. I'm sure that you are as aware about JD / KPI , if not more, than anyone of us. What he was referring to is a "Common Mistake" that most of us in the HR community seem to be making when it comes to JD/ KRA / KPI . and I completely agree with Dinesh in this regard.
A JD cannot result in a KPI. A JD is just a reference of what a person in that position is expected to do and that is why most of the JDs are quite lengthy because they mention every possibility that the position carries in terms of work to be done or performed, at present and in the future. It is from this you first need to derive your KRAs.
KRAs would be an extremely short list of those areas that are extremely important in the current and in the very near future for the success of this role / person. These KRAs would then be quantified to set Targets. It is only NOW that some of these KRAs, if not all, can become a part of a KPI... and this is where Dinesh is absolutely right again. You CANNOT have a KPI for an individual unless it is a ONE MAN SHOW where one individual does everything. KPIs are for a Team or Department or organizations and believe me they would all be different from each other.
In a Event Management company, every event can have its own KPIs while all the teams that are involved will have their own. I would think that a better way of working would be to look at KPA at an individual level. A KPA is very similar to KPI only that it is quantified reflection of a KRA and hence designed for individuals. Think of it like a target index for all the items that you have listed in the KRA. You can then load it priority factor, create your XL dashboard and you are all set to go...
I hope this helps. Sorry about the length of this message.
27th November 2014 From India, Delhi
For this we should write down all the activity of department then it will be divided down the line as per qualification, knowledge, experience of the subordinate. for each KPI we need to maintain A3 sheet of planned vs achieved.
Department head can review the KPI monthly as well as quarterly. The review mechanism vary industry to industry.
8th August 2015 From India, Chandigarh