General Hr Manager KRA/KPI

**Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)**

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**1. Recruitment and Selection**

– **KRA:** Managing the recruitment process to attract top talent and ensure the selection of qualified candidates.
– **Short Description:** Enhancing the workforce through effective recruitment practices.
– **KPIs:**
1. Time-to-fill vacant positions.
2. Quality of hire.
3. Candidate satisfaction with the recruitment process.
4. Diversity of the candidate pool.

**2. Employee Relations**

– **KRA:** Cultivating positive relationships between employees and the organization, resolving conflicts, and promoting a harmonious work environment.
– **Short Description:** Fostering a positive workplace culture through effective employee relations.
– **KPIs:**
1. Employee satisfaction surveys.
2. Number of grievances resolved.
3. Employee retention rate.
4. Compliance with labor laws.

**3. Training and Development**

– **KRA:** Identifying training needs, designing development programs, and nurturing employee skills.
– **Short Description:** Enhancing employee capabilities through training initiatives.
– **KPIs:**
1. Training hours per employee.
2. Training effectiveness (pre- and post-assessment scores).
3. Promotion rate of internally trained employees.
4. Skill gap reduction.

**4. Performance Management**

– **KRA:** Establishing performance standards, conducting evaluations, and providing feedback to enhance employee performance.
– **Short Description:** Driving performance improvement through effective evaluations.
– **KPIs:**
1. Goal achievement rate.
2. Employee performance ratings distribution.
3. Frequency of performance discussions.
4. Employee engagement survey results related to feedback.

**5. Compensation and Benefits**

– **KRA:** Designing and administering competitive compensation and benefits packages to attract and retain talent.
– **Short Description:** Ensuring competitive and fair compensation practices.
– **KPIs:**
1. Salary competitiveness ratio.
2. Benefits utilization rate.
3. Employee turnover rate.
4. Cost per hire.

**6. HR Policy Development**

– **KRA:** Developing and implementing HR policies that align with organizational goals and legal requirements.
– **Short Description:** Ensuring HR policies support organizational objectives.
– **KPIs:**
1. Policy compliance rate.
2. Policy update frequency.
3. Employee feedback on policies.
4. Legal compliance assessment results.

**7. Diversity and Inclusion**

– **KRA:** Promoting diversity and inclusion initiatives to create a more equitable and inclusive workplace.
– **Short Description:** Fostering a diverse and inclusive work environment.
– **KPIs:**
1. Diversity hiring rate.
2. Inclusion survey results.
3. Diversity training participation.
4. Representation in leadership positions.

**8. HR Data Analytics**

– **KRA:** Utilizing data analytics to make informed HR decisions and improve processes.
– **Short Description:** Leveraging data for strategic HR insights.
– **KPIs:**
1. HR data accuracy rate.
2. Turnover prediction accuracy.
3. Cost per hire reduction based on data insights.
4. HR data-driven initiatives’ impact on key metrics.

**9. Workplace Health and Safety**

– **KRA:** Ensuring a safe and healthy work environment by implementing health and safety protocols.
– **Short Description:** Prioritizing employee well-being through safety measures.
– **KPIs:**
1. Incident rate.
2. Safety training completion rate.
3. Health and safety audit results.
4. Employee feedback on workplace safety.

**10. Succession Planning**

– **KRA:** Developing and implementing strategies to identify and prepare future leaders within the organization.
– **Short Description:** Building a pipeline of talent for future leadership roles.
– **KPIs:**
1. Succession plan implementation rate.
2. Employee readiness for key positions.
3. Promotion rate of internal candidates.
4. Time-to-fill critical leadership positions.

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**Real-Time Example of KRA & KPI**

**KRA:** In a real-world scenario, an organization successfully implemented a recruitment and selection process that reduced the time-to-fill positions by 20%, increased the quality of hires by 15%, improved candidate satisfaction scores by 25%, and diversified the candidate pool by 10%.

**KPIs led to improved performance and success by:** Streamlining recruitment processes, enhancing the quality of hires, boosting satisfaction levels, and fostering diversity in the workforce.

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**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 the role of a General HR Manager.