JOB ANALYSIS FRAMEWORK

Components of Job Analysis

Framework

Identification of Critical Job in the

organization
Questionnaire Method
13 questions for assessment of the
job
Responses
Strongly disagree (0)
Disagree (1)
Disagree Somewhat (2)
Agree Somewhat (3)
Agree (4)
Strongly agree (5)

Score Interpretation
5165
4150
3140
2130
<21

Imperative Position
Critical Position
Important Position
Discretionary
Position
Not urgent Position

SMART KRA

Specific:
Clearly
stated what
to do and
how to do?

Measurab
le:
States how
the
performance
will be
measured.

Attainabl
e:
The manager
and
employee
agree that
the Goal
targets can
be achieved.

Relevant:
To the
employees
job role, the
organization
and the
business
environment.

Time
Bound:
States a time
frame.

How to write SMART KRAs?

Go through the Job Description of the employee. If the Job Description does not
appear relevant, talk to the employee and to their manager.
Try to find out exactly what the employee is supposed to achieve in their job by using
questionnaire.
Make a list of all critical functions (Which can be measured quantitatively).
Write a short self-explanatory definition of each KRA.
Categorize each KRA into one of the following categories: Technical / Functional
Expertise Internal Business Perspective, Coaching and Interpersonal Expertise
,Financial Perspective Planning and Organizational Ability, Problem Solving
Mention a measurable target and a realistic timeframe based on your business plan.

Category of Job Role

Technical / Functional Expertise
Internal Business Perspective
Coaching and Interpersonal Expertise
Financial Perspective
Planning and Organizational Ability
Problem Solving

SMART KRAs Framework for

a Sales Manager
SMART KRAs

Category

Improve
Performance of
Sales Executives

Coaching & To ensure that all sales

Interpersona executives meet/exceed the
l Ability
sales targets provided to them.
Track the performance of sales
team and guide them
consistently meet sales targets.
Planning &
Conducts market research and
Organization develops sales plans and
al ability
updates periodically based on
changing market scenarios and
insights from the prior quarters.
Sales plan must be reported
every quarter to management
team for analysis and approval.

Development of
Sales Action Plans

Definition

Target with
Time frame

% of
Time
Allocati
on

US$ 500,000 per 15

quarter for the
whole team.

Review, update,
management
approvals on a
quarterly basis

15

SMART KRAs

Category

Definition

Target with Time

frame

% of Time
Allocation

Management
reporting on
Sales
Performance

Internal
Business
Perspective

Create and send accurate

monthly reports. Reports
should indicate the
following:
Plan vs achieved
Reasons for any shortfalls
SWOT analysis.
Next month targets

Reports to be
submitted by 7th of
Every Month for the
prior month.

10

Timely
Collections

Functional
expertise

To ensure that the

Improvement in
25
customers clear their dues
cash flow by 7%
within existing timelines.
Decrease in
Work with the accounts to
receivables by over
identify any delays and with
60 days by 25% in
the Operations to mitigate
Q1, 20% in Q2,
any issues being seen at
35% in Q3 and 20%
the client end.
in Q4

How will KRA System work?

Stages of KRA
Not Started

Output of the framework for

Individuals
KRA Categorization in %
Technical/
Functional
Expertise
Internal Business
Perspective
Coaching and
Interpersonal
Expertise
Financial
Perspective
Planning and
Organisational
Ability
Problem Solving

Output of the framework for Individuals

KRA Achievement
Problem Solving

20

Planning and Organizational Ability

20

60

20

20

Financial Perspective

60

50

Coaching and Interpersonal Expertise

40

45

Internal Business Perspective

30

Technical / Functional Expertise

30
0

10

50

45

25
55

20
Completed

40

60

Working

Not Started

15
80

100

120

Skill Metrix framework

Individual will assign Skill level to every duty which they perform

KRA to Skill Metrix

LEVEL-1
Need not
have
knowledge

LEVEL-2
Should have
basic
knowledge

LEVEL-3
Should do
with support

LEVEL-4
Having
Knowledge &
do
independently

LEVEL-5
Should be
expert in
work & can
train others

Expected Skill Level for a Job Role

For Example,
Technical/Functional Expertise

Financial Perspective

Training Need Analysis

Skill

Advance
level of
training

Basic level
of training

Moderate
level of
training