Dear All,
Recently, I have joined a service sector organization. My organization provides services such as freight forwarding, logistics, and transportation - air, ocean, and land - to all our customers. I have been tasked with creating job descriptions (KRA, KPI & KPA) for various departments including Sales, Marketing, Operations, Accounts, IT, and others. I would appreciate any help from HR experts in defining these.
Regards,
Debajyoti
Email - debajyoti.s@gmail.com
From India
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3Recently, I have joined a service sector organization. My organization provides services such as freight forwarding, logistics, and transportation - air, ocean, and land - to all our customers. I have been tasked with creating job descriptions (KRA, KPI & KPA) for various departments including Sales, Marketing, Operations, Accounts, IT, and others. I would appreciate any help from HR experts in defining these.
Regards,
Debajyoti
Email - debajyoti.s@gmail.com
From India
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Hi,
KRA - In any profession you take, there would be a wide range of responsibilities to be held, but there should be some specific areas for which the person who holds the job is accountable. For example, for a salesperson, the KRAs could be:
1. Identifying new clients
2. Achieving the given target
3. Reviving existing but dormant clients.
Though he needs to take care of order fulfillment, payment collection, customer satisfaction, etc., the KRAs mentioned above are the basis on which his performance would be gauged.
KPI - is basically used to monitor performance. For example:
1. How many deliveries were you asked to handle in a quarter?
2. How many of them did you complete on time?
3. How many did you fail to do on time?
4. Were the invoices sent in the requested mode?
5. Were the invoices made on time?
Hope this gives you an idea.
Regards,
suba
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KRA - In any profession you take, there would be a wide range of responsibilities to be held, but there should be some specific areas for which the person who holds the job is accountable. For example, for a salesperson, the KRAs could be:
1. Identifying new clients
2. Achieving the given target
3. Reviving existing but dormant clients.
Though he needs to take care of order fulfillment, payment collection, customer satisfaction, etc., the KRAs mentioned above are the basis on which his performance would be gauged.
KPI - is basically used to monitor performance. For example:
1. How many deliveries were you asked to handle in a quarter?
2. How many of them did you complete on time?
3. How many did you fail to do on time?
4. Were the invoices sent in the requested mode?
5. Were the invoices made on time?
Hope this gives you an idea.
Regards,
suba
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Hi, I am desperately looking for job descriptions and KRAs in the hospital sector in the following verticals:
1. Front Office
2. Technician - Lab, Radiology, Cardiology, Cath Lab, OT
3. General Admin cum Operations
4. Accounts and Finance
From India, Calcutta
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1. Front Office
2. Technician - Lab, Radiology, Cardiology, Cath Lab, OT
3. General Admin cum Operations
4. Accounts and Finance
From India, Calcutta
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Hi Deb,
Hope the attachments help you at least start.
Rubai, please check the link below which will be helpful: [Job Descriptions - Free Sample Job Descriptions - How to Develop Job Descriptions](http://humanresources.about.com/od/jobdescriptions/Job_Descriptions_Free_Samples_Examples.htm)
Also, search the internet, and you will get loads of job descriptions for the position you mentioned.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
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Hope the attachments help you at least start.
Rubai, please check the link below which will be helpful: [Job Descriptions - Free Sample Job Descriptions - How to Develop Job Descriptions](http://humanresources.about.com/od/jobdescriptions/Job_Descriptions_Free_Samples_Examples.htm)
Also, search the internet, and you will get loads of job descriptions for the position you mentioned.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
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Hi,
KRA (Key Responsibility Area) is where you set targets within a defined timeline along with well-set and defined measuring parameters.
KPA (Key Performance Area) is where your performance gets measured. For example, doing recruitment is a KRA, whereas the number of positions you have closed is your KPA, and the number is your KPI (Key Performance Indicator).
JD (Job Description) is again different. Here, you define what is expected from a position in terms of education, skills set, experience, age, and other qualities. Please let me know if you need further information.
From United States, San Jose
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KRA (Key Responsibility Area) is where you set targets within a defined timeline along with well-set and defined measuring parameters.
KPA (Key Performance Area) is where your performance gets measured. For example, doing recruitment is a KRA, whereas the number of positions you have closed is your KPA, and the number is your KPI (Key Performance Indicator).
JD (Job Description) is again different. Here, you define what is expected from a position in terms of education, skills set, experience, age, and other qualities. Please let me know if you need further information.
From United States, San Jose
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Dear Debajyoti and Rubai,
Writing a job description (JD) is a specialized process called job analysis. The outcomes of the job analysis process are the Job Description and Job Specifications. However, before conducting a job analysis, the organization needs to have a scientific organizational structure. Without this structure, the job analysis will simply be a superficial exercise with no tangible benefits for the organization or the employees.
I suggest that you do not attempt to cut, copy, and paste JDs or KPIs from any external sites or sources because each organization is unique. While sources and websites can offer a general understanding of a job, they cannot provide you with JDs customized to your specific organization.
For further details, please feel free to reach out to us at css_india@hotmail.com.
Regards,
Team CSS
From India, Hisar
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Writing a job description (JD) is a specialized process called job analysis. The outcomes of the job analysis process are the Job Description and Job Specifications. However, before conducting a job analysis, the organization needs to have a scientific organizational structure. Without this structure, the job analysis will simply be a superficial exercise with no tangible benefits for the organization or the employees.
I suggest that you do not attempt to cut, copy, and paste JDs or KPIs from any external sites or sources because each organization is unique. While sources and websites can offer a general understanding of a job, they cannot provide you with JDs customized to your specific organization.
For further details, please feel free to reach out to us at css_india@hotmail.com.
Regards,
Team CSS
From India, Hisar
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Job Descriptions samples.doc
HR, Admn & Fin Job Descriptions.zi p
KRA KPI-.xls