Most job descriptions list a series of activities which the job holder is expected to complete. A different approach puts the emphasis on what the job holder is expected to achieve. This approach emphasizes performance effectiveness. A three stage process is involved.
Establish Objective
Objectives are a statement of why the position exists. Sometimes there is a single objective for a position, more often a number. Here are examples of objectives for two managerial positions.
A sale manager might have three objectives:
- To increase sales revenue
- To control costs
- To run the office effectively
A product manager might have a single objective:
To increase revenue from sales of product X.
Define key result areas
Key result areas refer to those parts of the manager’s work which are critical to achieving the objectives of his or her position.
A quality manager might have the objective to ensure product conformity to customer specification’s. Key result areas might include:
- Agreeing product specifications
- Instrument calibration
- Inspection
- Vendor certification
Set goals
Goals are the standard by which managerial performance is measured. All performance can be measured in terms of quality, quality, cost and time. In fact, all goals should include a time factor. Examples of goals are as follows.
- Increase sales of product X by 5% per quarter over the next 12 months.
- Reduce absenteeism to 4% by the end of July
- Hire ten graduate engineers during quarter 1
To set effective goals use toe SMART formula. Ensure that goals are
- Specific
- Measurable
- Attainable but challenging
- Relevant
- Time orientated
If you are working from a job description, develop objectives, key result areas and standards of performance for your job. Agree them with your manager.
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