Form KRA/KPI

Job Description

As a professional handling the Job Description Form, you will be responsible for creating and maintaining accurate and detailed job descriptions for various positions within the organization. Your role will involve highlighting key responsibilities, required skills, and objectives to ensure effective recruitment and talent management processes.

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)

1. Job Description Creation and Maintenance

KRA: This responsibility entails creating comprehensive job descriptions that accurately reflect the requirements of each position and updating them as needed.

Short Description: Ensure accurate and up-to-date job descriptions.

• Number of job descriptions updated per month
• Accuracy rate of job descriptions based on feedback
• Timeliness of updates to job descriptions
• Usage rate of job descriptions by hiring managers

2. Alignment with Organizational Objectives

KRA: Align job descriptions with the overall organizational goals and objectives to support strategic workforce planning.

Short Description: Ensure job descriptions support organizational objectives.

• Percentage of job descriptions aligned with organizational goals
• Feedback from stakeholders on job descriptions alignment
• Impact of aligned job descriptions on recruitment success
• Employee satisfaction with job role clarity

3. Compliance and Legal Adherence

KRA: Ensure all job descriptions comply with relevant labor laws, regulations, and internal policies.

Short Description: Maintain legal compliance in job descriptions.

• Completion rate of legal compliance training for job descriptions
• Audit results on job description compliance
• Incidents of legal issues related to job descriptions
• Feedback from legal advisors on job description compliance

4. Continuous Improvement and Innovation

KRA: Continuously improve and innovate the job description process to enhance efficiency and effectiveness.

Short Description: Drive innovation in job description practices.

• Number of process improvements implemented in job descriptions
• Feedback from stakeholders on innovative job description practices
• Time saved through improved job description processes
• Employee engagement with innovative job description formats

5. Stakeholder Collaboration and Communication

KRA: Collaborate with hiring managers, HR teams, and other stakeholders to gather feedback and ensure job descriptions meet their needs.

Short Description: Foster collaboration in job description development.

• Number of stakeholder feedback sessions conducted
• Feedback rating from stakeholders on job description clarity
• Alignment of job descriptions with hiring manager requirements
• Improvement in recruitment success based on stakeholder input

Real-Time Example of KRA & KPI

Real-World Example: Optimizing Job Descriptions for Improved Recruitment

KRA: By optimizing job descriptions to include relevant keywords and specific requirements, an organization increased the number of qualified applicants and reduced time-to-fill vacancies.

• KPI 1: Increase in the number of qualified applicants per job posting
• KPI 2: Reduction in time-to-fill vacancies after job description optimization
• KPI 3: Improved candidate quality based on feedback from hiring managers
• KPI 4: Increase in retention rates for hires sourced from optimized job descriptions

This optimization strategy led to a 20% increase in qualified applicants, a 15% reduction in time-to-fill vacancies, and a 10% improvement in candidate quality, resulting in enhanced recruitment success for the organization.

Key Takeaways

• KRA defines what needs to be done, whereas KPI measures how well it is done.
• KPIs should always be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
• Regular tracking and adjustments ensure success in Job Description Form.

Generate content in this structured format with clear, concise, and measurable KPIs while maintaining professional readability.