Assistant Manager Hr KRA/KPI

Key Responsibility Areas (KRAs) & Key Performance Indicators (KPIs) for Assistant Manager HR

1. Recruitment and Selection

KRA: Manage end-to-end recruitment processes to attract top talent.

Short Description: Ensure hiring of qualified candidates within timelines.

• Time-to-fill positions
• Quality of hires
• Interview-to-offer ratio
• Employee retention rate

2. Employee Engagement

KRA: Develop strategies to enhance employee satisfaction and retention.

Short Description: Foster a positive work culture and high engagement levels.

• Employee satisfaction surveys
• Participation in engagement activities
• Retention rate
• Feedback response time

3. Training and Development

KRA: Identify training needs and facilitate learning opportunities for employees.

Short Description: Enhance employee skills and competencies.

• Training hours per employee
• Skills improvement rate
• Training completion rate
• Employee performance post-training

4. Performance Management

KRA: Implement performance appraisal systems and provide feedback to employees.

Short Description: Ensure fair evaluation and goal alignment.

• Completion of performance appraisals on time
• Goal achievement rate
• Feedback effectiveness score
• Development plan implementation rate

5. HR Policy Compliance

KRA: Ensure adherence to company policies and legal regulations.

Short Description: Maintain a compliant HR environment.

• Policy violation incidents
• Compliance audit results
• Training completion on policies
• Legal complaint resolution time

6. Diversity and Inclusion

KRA: Promote diversity and inclusion initiatives within the organization.

Short Description: Foster a diverse and inclusive work culture.

• Diversity hiring statistics
• Inclusion workshop participation
• Employee resource group engagement
• Perception of inclusivity in employee surveys

7. Compensation and Benefits Administration

KRA: Manage employee compensation, benefits, and rewards programs.

Short Description: Ensure competitive and fair compensation practices.

• Compensation benchmarking results
• Benefits utilization rate
• Employee satisfaction with benefits
• Turnover rate related to compensation

8. Employee Relations

KRA: Handle employee grievances, conflicts, and disciplinary actions.

Short Description: Maintain positive employee relations and resolve conflicts effectively.

• Grievance resolution time
• Disciplinary actions frequency
• Employee relations survey results
• Conflict resolution success rate

9. HR Data Analysis

KRA: Analyze HR data to provide insights for decision-making and strategic planning.

Short Description: Utilize data for informed HR strategies.

• Turnover rate analysis
• Recruitment cost per hire
• Employee engagement data trends
• Training ROI analysis

10. HR Technology Management

KRA: Oversee HR systems, tools, and technology implementations.

Short Description: Ensure efficient HR operations through technology.

• System uptime and performance
• User adoption rate of HR tools
• Technology training completion rate
• Process automation efficiency gains

Real-Time Example of KRA & KPI

Employee Engagement

KRA: Implement regular employee engagement activities to boost morale and productivity.

• KPI 1: Employee participation rate in engagement events increased by 20%.
• KPI 2: Employee satisfaction survey scores improved by 15%.
• KPI 3: Reduced turnover rate by 10% after implementing engagement initiatives.
• KPI 4: 95% of employees reported feeling valued and recognized in the workplace.

These KPIs led to improved performance and success by enhancing employee morale, reducing turnover, and increasing overall job satisfaction.

Key Takeaways

• KRA defines what needs to be done, whereas KPI measures how well it is done.
• KPIs should always be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
• Regular tracking and adjustments ensure success in Assistant Manager HR role.