Imagine you are being offered a new job with a lucrative salary and fringe benefits; when you ask for a job description, the human resource department provides you a single page stating KPIs along with their current values, target values and the time frame. Surprised??
In a rapidly changing business world, one should not be surprised to see such kind of an attitude from organizations striving towards business excellence. As process management and improvement is making more inroads in daily operations of organizations, the need to measure and improve processes is very tempting.
There are advantages for using this approach:
- One can eliminate biasness as now everything is quantified and if you are doing well it is visible to everyone.
- By using this approach one can provide a consistent interface to employees so incase of promotion, the human resource department can add one or more KPIs to the employee portfolio of KPIs.
- Now days the process management and improvement is a buzzword so by having such a distinctive job descriptions you can use that to attract potential clients.
But this approach can also have potential drawbacks:
- The cost could be the primary factor as measuring each and every aspect of your organization can be costly and time consuming.
- The data collection can be at the center of conflict as promotions are now tied to the results from the data collection and analysis process.
- “How much you love your company or how loyal you are to your company”… try quantifying this! Sometime it’s very hard to quantify everything.
So probably, a mixture of qualitative and quantitative criteria is the ideal formula for effective job descriptions.
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