Dear all,
Greetings!
I am looking for help/support from all of you in order to design/assign the job responsibilities/KRAs for the Networking Communications industry. I need to hand over the KRAs to the following positions:
1. Branch Manager
2. Technicians
3. Sr. Network Engineer
4. Network Engineer
5. Product Manager
6. Project Manager
7. Presales Manager, etc.
8. VP, Sales-Access
If anyone is from the same kind of industry, it would be really wonderful. I would be highly obliged if you could look into this and revert back to me ASAP.
Thanks a ton in advance!
Regards,
Sapnna R Jain
Email: sapnnarjain@gmail.com
From India, Mumbai
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1Greetings!
I am looking for help/support from all of you in order to design/assign the job responsibilities/KRAs for the Networking Communications industry. I need to hand over the KRAs to the following positions:
1. Branch Manager
2. Technicians
3. Sr. Network Engineer
4. Network Engineer
5. Product Manager
6. Project Manager
7. Presales Manager, etc.
8. VP, Sales-Access
If anyone is from the same kind of industry, it would be really wonderful. I would be highly obliged if you could look into this and revert back to me ASAP.
Thanks a ton in advance!
Regards,
Sapnna R Jain
Email: sapnnarjain@gmail.com
From India, Mumbai
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Thanks John. Network Engineer’s role is clear to me now. Looking for the other positions. Thanks a ton for your prompt response. Regards, Sapnna R Jain
From India, Mumbai
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From India, Mumbai
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Hi,
You can always collect feedback from fellow citethrians and incorporate inputs in your project or policy. But as far as JD/KRAs are concerned, apart from inputs from professionals in the same industry, you need to put a lot of effort.
As you know, this is one of the most difficult and critical HR tasks. Here are some steps you may consider:
1. You may need to refer to existing job profiles and job advertisements given by your company.
2. Interview employees in the given positions (it's better to use a questionnaire).
3. Discuss with the Manager and Business/Function Heads of the positions for which you are planning to prepare JD/KRA.
4. If planning to prepare JD/KRAs for positions that are new to the organization, initially you may need to talk to the Function Head/CEO, refer to recruitment adverts on the web for similar positions, extract the best, add inputs from fellow citethrians, and then prepare the draft.
5. You may need to refer to work study materials if available.
6. You may need to consult competent professionals. It can be somebody in your organization or consultants (e.g., if the company has appointed consultants for network engineering).
You may refer to these links, which might be useful:
- KPI Library
- HR Processes, systems, streamlining, automation...: Goals can speak about organizational performance
Thank you.
From India, Bangalore
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You can always collect feedback from fellow citethrians and incorporate inputs in your project or policy. But as far as JD/KRAs are concerned, apart from inputs from professionals in the same industry, you need to put a lot of effort.
As you know, this is one of the most difficult and critical HR tasks. Here are some steps you may consider:
1. You may need to refer to existing job profiles and job advertisements given by your company.
2. Interview employees in the given positions (it's better to use a questionnaire).
3. Discuss with the Manager and Business/Function Heads of the positions for which you are planning to prepare JD/KRA.
4. If planning to prepare JD/KRAs for positions that are new to the organization, initially you may need to talk to the Function Head/CEO, refer to recruitment adverts on the web for similar positions, extract the best, add inputs from fellow citethrians, and then prepare the draft.
5. You may need to refer to work study materials if available.
6. You may need to consult competent professionals. It can be somebody in your organization or consultants (e.g., if the company has appointed consultants for network engineering).
You may refer to these links, which might be useful:
- KPI Library
- HR Processes, systems, streamlining, automation...: Goals can speak about organizational performance
Thank you.
From India, Bangalore
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Thank you, Consultme. I am sure this will be a great help to me.
Mukunth, this is amazing. I really appreciate your efforts. I am really stuck with designing the KRAs and all. I need to formulate other policies as well for the organization as an HR person.
Thank you so much once again.
Sapnna
From India, Mumbai
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Mukunth, this is amazing. I really appreciate your efforts. I am really stuck with designing the KRAs and all. I need to formulate other policies as well for the organization as an HR person.
Thank you so much once again.
Sapnna
From India, Mumbai
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Hi All,
I recently joined as an HR (OPS) and want to know exactly what Key Result Areas (KRAs) are and where I can check my performance level. Usually, I handle joining formalities, documentation, filing, ID card issuance, issuing letters, etc.
S.P. Reddy
From India, Bangalore
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I recently joined as an HR (OPS) and want to know exactly what Key Result Areas (KRAs) are and where I can check my performance level. Usually, I handle joining formalities, documentation, filing, ID card issuance, issuing letters, etc.
S.P. Reddy
From India, Bangalore
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