Hi,
Can someone help me with the detailed job description of Manager-Admin and Asst. Manager-Admin? I need the detailed description of the KRAs indicated in their JDs. Like what comes under facility management, fire and safety, transportation, housekeeping, etc. Does someone have the ready reckoner to share with me? It would be a great help to me!
Regards,
Renu Nayyar
From India, New Delhi
Acknowledge(0)
Amend(0)
1Can someone help me with the detailed job description of Manager-Admin and Asst. Manager-Admin? I need the detailed description of the KRAs indicated in their JDs. Like what comes under facility management, fire and safety, transportation, housekeeping, etc. Does someone have the ready reckoner to share with me? It would be a great help to me!
Regards,
Renu Nayyar
From India, New Delhi
Acknowledge(0)Amend(0)
Request for Job Description and KRA for Admin Manager
I'm in HR, working in an MNC. I need to prepare a detailed description with the KRA of an admin manager. This includes covering facility management, vendor management, office management, etc. Can you help me with this, please?
Regards,
Renu Nayyar
From India, New Delhi
Acknowledge(0)Amend(0)
I'm in HR, working in an MNC. I need to prepare a detailed description with the KRA of an admin manager. This includes covering facility management, vendor management, office management, etc. Can you help me with this, please?
Regards,
Renu Nayyar
From India, New Delhi
Acknowledge(0)Amend(0)
Dear HR,
I would like to know the job descriptions (JD) or Key Result Areas (KRAs) for the following roles. Our company is a Job Consultancy specializing in domestic placements:
- Delivery Manager
- Accounts Manager
- Team Leader
- Senior Recruiter
- Recruiter
- Admin HR
- HR Executive
- Business Development Executive (BDE)
- Business Development Manager (BDM)
- HR Analyst
- Network Executive
- Client Relationship Manager
- Assistant Manager HR
- CEO
- Director
I apologize for the extensive list. While I could search for these online, I value input from experts and senior professionals who have experience with these roles.
Thank you,
Avanthi G
Email: avanthi.macher@gmail.com
From India, Hyderabad
Acknowledge(0)Amend(0)
I would like to know the job descriptions (JD) or Key Result Areas (KRAs) for the following roles. Our company is a Job Consultancy specializing in domestic placements:
- Delivery Manager
- Accounts Manager
- Team Leader
- Senior Recruiter
- Recruiter
- Admin HR
- HR Executive
- Business Development Executive (BDE)
- Business Development Manager (BDM)
- HR Analyst
- Network Executive
- Client Relationship Manager
- Assistant Manager HR
- CEO
- Director
I apologize for the extensive list. While I could search for these online, I value input from experts and senior professionals who have experience with these roles.
Thank you,
Avanthi G
Email: avanthi.macher@gmail.com
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Renu Nayyar,
Prima facie, you must know the difference between KRA and Job description.
Job Description: Are the ones that talk about the routines and functions one may have to handle on a day-to-day basis. For example, for an Admin Manager:
- Keeping the office premises neat and clean.
- To ensure all office equipment is maintained perfectly and in working condition, and AMCs for the same are entered into with service providers wherever necessary.
- Keep all electrical wires and cables in a concealed manner to comply with electrical safety.
- Monitor the Attendance Recording System, generate an MIS report regarding latecomers, absentees, etc., and send it to higher-ups.
(These are just a few examples.)
However, the KRA (or KPA) is something different. The Key Result Areas or Key Performance Areas should not talk about the day-to-day routines at any cost. It should be developed based on the problems or issues that a department may be facing and how to address such things.
The KRAs must be Specific, Measurable, Achievable, Realistic, and Time-bound. For the same administration manager, the KRA may be like this:
- To reduce Electricity expenses by 20% from the current level of Rs.1.5 lakhs per month by March 2011.
- To obtain 'patta' from the Government Authority for the Proposed building at Anna Nagar, on or before December 2011.
- To complete the project of "Centralized Air conditioning system" in the existing premises with a budget of Rs.15.00 lakhs on or before March 2010.
The above KRAs are specific, quantifiable, and time-limited. Hence, the administration person will start working on this. Based on the same, he may develop a team and address those issues. Performance reviews will also be done periodically to achieve the above KRAs. In case of any support required from the management, he will ask for it. At the end of the review period, it is also easy for the reviewer to assess the KRAs in clear terms and award the person accordingly.
A well-defined KRA is half solved.
Another example for KRA - in a manufacturing industry for an Electrical Manager:
- To reduce electricity consumption from 100.00 units for a ton of cement to 80 units per ton by March 2011.
A vague KRA may look like this. This is for an HR Manager:
- Keep all employees motivated.
- To ensure the recruitment of the right people.
I hope you now understand the difference between "Job description or routines" and KRA.
If you have any doubts, please write back.
V. Balaji
From India, Madras
Acknowledge(2)Amend(0)
Prima facie, you must know the difference between KRA and Job description.
Job Description: Are the ones that talk about the routines and functions one may have to handle on a day-to-day basis. For example, for an Admin Manager:
- Keeping the office premises neat and clean.
- To ensure all office equipment is maintained perfectly and in working condition, and AMCs for the same are entered into with service providers wherever necessary.
- Keep all electrical wires and cables in a concealed manner to comply with electrical safety.
- Monitor the Attendance Recording System, generate an MIS report regarding latecomers, absentees, etc., and send it to higher-ups.
(These are just a few examples.)
However, the KRA (or KPA) is something different. The Key Result Areas or Key Performance Areas should not talk about the day-to-day routines at any cost. It should be developed based on the problems or issues that a department may be facing and how to address such things.
The KRAs must be Specific, Measurable, Achievable, Realistic, and Time-bound. For the same administration manager, the KRA may be like this:
- To reduce Electricity expenses by 20% from the current level of Rs.1.5 lakhs per month by March 2011.
- To obtain 'patta' from the Government Authority for the Proposed building at Anna Nagar, on or before December 2011.
- To complete the project of "Centralized Air conditioning system" in the existing premises with a budget of Rs.15.00 lakhs on or before March 2010.
The above KRAs are specific, quantifiable, and time-limited. Hence, the administration person will start working on this. Based on the same, he may develop a team and address those issues. Performance reviews will also be done periodically to achieve the above KRAs. In case of any support required from the management, he will ask for it. At the end of the review period, it is also easy for the reviewer to assess the KRAs in clear terms and award the person accordingly.
A well-defined KRA is half solved.
Another example for KRA - in a manufacturing industry for an Electrical Manager:
- To reduce electricity consumption from 100.00 units for a ton of cement to 80 units per ton by March 2011.
A vague KRA may look like this. This is for an HR Manager:
- Keep all employees motivated.
- To ensure the recruitment of the right people.
I hope you now understand the difference between "Job description or routines" and KRA.
If you have any doubts, please write back.
V. Balaji
From India, Madras
Acknowledge(2)Amend(0)- Still, you have not given enough information to provide you with a reply.
- MNC is not a sufficient description of your company. Is it in the manufacturing or service industry? What is the total number of employees? What is the total serviceable area? What facilities need to be covered? Will it include security, canteen, and housekeeping?
- Please provide more details so that we can assist you better.
From India, Pune
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Job Description - HR & Admin.doc