BIKIN JOB DESC, KPI ATAU SOP DULU?

Summary

In this video, the speaker explains the differences between job descriptions (Job Des), Standard Operating Procedures (SOP), and Key Performance Indicators (KPI) in the workplace. The speaker uses the example of a cashier in a retail setting, breaking down each concept with practical examples. The discussion highlights how KPIs measure performance, SOPs provide detailed procedures, and Job Descriptions outline the responsibilities. The speaker also shares insights on which of these should be created first, emphasizing flexibility in approach. Ultimately, the video offers a clear understanding of these key business tools and their roles in performance management.

Takeaways

• 😀 Job Descriptions define what an employee needs to do in their role.
• 😀 SOPs provide detailed instructions on how to perform tasks consistently.
• 😀 KPIs measure how well an employee performs their role based on specific criteria.
• 😀 Job Descriptions are typically broader and less detailed compared to SOPs.
• 😀 SOPs offer structured procedures and guidelines for consistent performance in a role.
• 😀 KPIs track performance metrics like the accuracy of cash handling for a cashier, for example.
• 😀 KPIs should reflect measurable outcomes, like minimizing cash discrepancies in a cashier's work.
• 😀 There is no strict order when developing KPIs, SOPs, and Job Descriptions—it's a flexible process.
• 😀 Starting with KPIs can be more practical, as it helps clarify performance goals before refining job tasks and procedures.
• 😀 SOPs should only be created after the Job Descriptions and KPIs are defined to ensure they support clear performance expectations.
• 😀 A back-and-forth approach is acceptable: KPIs can be adjusted after reviewing Job Descriptions, and vice versa.

Q & A

What is the main difference between KPI, SOP, and job descriptions?

KPI (Key Performance Indicator) measures the success or performance of a role, SOP (Standard Operating Procedure) provides detailed instructions on how to carry out tasks, and job descriptions outline the general tasks and responsibilities of a role.

Can you provide an example of a job description for a cashier?

A job description for a cashier could include tasks like 'serve customers well' and 'ensure the accuracy of money received and returned.' It defines the general role without detailing how to perform the tasks.

What is the purpose of an SOP in the context of a cashier’s job?

The purpose of an SOP for a cashier is to provide detailed instructions, such as 'always greet customers with a smile' or 'perform cash reconciliation at the end of each shift' to ensure consistency in task execution.

How is KPI measured for a cashier?

A KPI for a cashier could be the accuracy of the cash register balance. For example, if the expected cash in the register is Rp 10,500,000 but only Rp 10,400,000 is present, the discrepancy of Rp 100,000 would be recorded as a KPI to evaluate performance.

Why is it important to understand the difference between job descriptions, SOPs, and KPIs?

Understanding the differences ensures that each element serves its intended purpose: job descriptions define what tasks need to be done, SOPs provide how to perform them, and KPIs measure the success of the task performance.

What is the suggested order in which to create KPIs, job descriptions, and SOPs?

The speaker suggests that KPIs and job descriptions can be developed simultaneously or in a flexible back-and-forth process. However, SOPs should be created last, after job descriptions and KPIs are defined, to ensure they align with the actual role and performance goals.

What does the speaker prefer when developing KPIs for a company?

The speaker prefers starting with KPIs because it helps clarify the performance goals, which can then be used to develop the corresponding job descriptions and SOPs.

What happens if a company does not have job descriptions or KPIs in place?

Without clear job descriptions or KPIs, it can be challenging to evaluate employee performance effectively. The speaker suggests that businesses can seek help to develop these elements, ensuring fair and measurable outcomes.

Is it wrong to prioritize SOPs before job descriptions or KPIs?

It is not necessarily wrong, but it is generally less efficient to start with SOPs. SOPs should align with job descriptions and KPIs, and creating them first may lead to wasted effort if the underlying tasks or performance goals are not well-defined.

What does the speaker recommend for companies needing help with KPIs?

The speaker recommends companies that need assistance with KPIs to reach out to them for a workshop, where they can develop KPIs tailored to each position, ensuring that job descriptions are accurate and the KPIs align with company goals.