Setting KRA & KPI

Setting KRA & KPI

Setting KRA & KPI

Jobs must be designed following for meaningful purpose:-

  • A job is usually designed to achieve some results.
  • Not all jobs are the same. Jobs at the top of an organisation are designed for ultimate end results (business results), whilst jobs at the front end (or the bottom end) are designed for basic output (or service)
  • Jobs can be analysed as a hierarchy of accountabilities, tasks, subtasks and routines as shown below (click image to enlarge):-

Proper job design places emphasis on the accountabilities for results, rather than the tasks or routines to accomplish those results. Tasks (how work is done)  may change form time to time; whereas accountabilities are directly related to the mission and vision of the organisation and is the purpose of the job which is more stable.

Jobs are a Set of Related Accountabilities

In organisation that are results seeking jobs, defined by role statements that clarify and sets the results expected.

Roles of a District Engineer of an electrical supply company (example):

Each role statement can be analysed to determine tasks, procedures and behaviours of the position.

The task of bigger job are different whilst the tasks of low jobs are largely procedures.

The Content of a Job Accountability Statement

Job accountabilities are best stated as follows:

Examples:

Example of Results Description Format

[frame image=”http://www.icc.com.my/v1/wp-content/uploads/2014/08/SKRA-5.jpg” link=”http://www.icc.com.my/v1/wp-content/uploads/2014/08/SKRA-5big.jpg” target=”_lightbox” icon=”image” caption=”” alt=”” width=”705″ height=”264″]

Click Image To Enlarge

[space20] The Key Elements of Job:-

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