Welcome to the New Direction Knowledge Center — a space created for leaders, teams, and lifelong learners who believe that growth never stops.
Here, we share our expertise in Human Resources, Strategic Management, and Marketing Communication through a variety of accessible, self-guided resources.
Whether you’re a business owner, team leader, or HR professional, our Knowledge Center empowers you to take action, deepen understanding, and drive real change — at your own pace.
“Because when you grow, your organization grows with you.”
A well-written Job Description helps attract the right candidates and sets clear expectations from the start. Here’s a practical guide to writing one:
Use a clear, specific title (e.g., “Digital Marketing Specialist” instead of “Marketing”).
Briefly describe the role in 2–3 sentences. Focus on purpose and key contribution.
Example:
“Responsible for creating and executing digital campaigns that support brand visibility and lead generation.”
Use bullet points (5–8 max). Start each with an action verb.
Include required skills, experience, and education.
Mention work hours, location (onsite/hybrid/remote), or travel requirements
Tips:
Keep language simple and inclusive
Focus on what matters most — avoid listing every minor task
Use your company tone (formal or friendly) to reflect your culture
Example
Job Title: Training Coordinator
Job Summary:
We are looking for a detail-oriented and proactive Training Coordinator to support the planning, organization, and delivery of training programs. This role ensures smooth coordination between trainers, participants, and internal teams to maximize learning impact.
Key Responsibilities:
Qualifications:
Work Conditions:
Full-time, hybrid work (onsite + remote)
May require occasional travel to client locations
Two powerful tools for performance — with different purposes.
Both KPIs and OKRs are used to drive performance and track progress, but they serve different roles in strategy and execution.
KPI = Key Performance Indicator
What it is:
KPIs are ongoing performance metrics that track how effectively a person, team, or organization is achieving specific operational targets.
Purpose:
To measure performance and ensure goals are being met over time.
Characteristics:
Example:
OKR = Objectives and Key Results
What it is:
OKRs are a goal-setting framework that focuses on ambitious outcomes and measurable results within a defined timeframe.
Purpose:
To align teams with strategic goals, encourage focus, and stretch performance.
Structure:
Example:
Objective: Improve employee engagement across the company
Key Results:
