Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for General HR Manager
1. Recruitment and Selection
KRA: Managing end-to-end hiring processes to attract qualified talent and ensure the right fit for organizational needs.
Short Description: Driving efficient and effective recruitment to strengthen the workforce.
- Time-to-fill vacant positions.
- Quality-of-hire assessment score.
- Candidate satisfaction rating.
- Diversity percentage in the candidate pipeline.
2. Employee Relations Management
KRA: Building a positive work environment by resolving conflicts, maintaining communication, and improving employee morale.
Short Description: Nurturing strong relationships between employees and the organization.
- Employee satisfaction survey score.
- Number of grievances resolved within SLA.
- Voluntary turnover rate.
- Compliance rate with labor regulations.
3. Training and Development
KRA: Identifying skill gaps and implementing training programs to enhance employee capability and productivity.
Short Description: Strengthening employee skills through continuous learning initiatives.
- Training completion rate.
- Pre- and post-training score improvement.
- Internal promotion rate post-training.
- Skill gap reduction percentage.
4. Performance Management
KRA: Implementing a structured appraisal process that evaluates performance and supports continuous improvement.
Short Description: Monitoring and enhancing employee performance through objective evaluations.
- Goal achievement rate.
- Performance rating distribution accuracy.
- Frequency of performance review discussions.
- Employee engagement level related to feedback.
5. Compensation and Benefits Administration
KRA: Designing competitive compensation structures and managing benefits to support employee retention and satisfaction.
Short Description: Ensuring fair, transparent, and attractive compensation systems.
- Salary competitiveness index.
- Benefits utilization percentage.
- Employee turnover due to compensation.
- Cost-per-hire efficiency.
6. HR Policy Development and Compliance
KRA: Creating compliant HR policies that support organizational culture and legal regulations.
Short Description: Establishing clear HR policies aligned with business and compliance needs.
- Policy compliance rate.
- Frequency of policy review and updates.
- Employee understanding rating of policies.
- Legal audit compliance score.
7. Diversity, Equity & Inclusion (DEI)
KRA: Cultivating an inclusive workplace by driving DEI initiatives across the organization.
Short Description: Enhancing workplace diversity and fostering inclusive culture.
- Diversity hiring rate.
- Inclusion index from employee surveys.
- Participation rate in DEI initiatives.
- Representation in leadership roles.
8. HR Data Analytics
KRA: Leveraging HR analytics to improve processes and support strategic workforce decisions.
Short Description: Using data to drive smarter HR decisions.
- HR data accuracy percentage.
- Turnover prediction success rate.
- Recruitment cost reduction through analytics.
- Impact of data-driven initiatives on core HR metrics.
9. Workplace Health and Safety
KRA: Implementing safety protocols to protect employees and ensure regulatory compliance.
Short Description: Creating a safe and healthy work environment.
- Workplace incident rate.
- Safety training completion percentage.
- Audit compliance on safety standards.
- Employee feedback on workplace safety.
10. Succession Planning
KRA: Identifying high-potential employees and preparing them for future leadership roles.
Short Description: Building internal talent pipelines for future organizational needs.
- Succession readiness of key roles.
- Internal promotion rate.
- Time-to-fill leadership positions.
- Completion rate of development plans.
Real-Time Example of KRA & KPI
Example: Recruitment and Selection
KRA: Streamlining the recruitment process to improve hiring quality and reduce delays.
- KPI 1: Time-to-fill positions reduced by 20% after workflow automation.
- KPI 2: Quality-of-hire improved by 15% based on performance in the first 6 months.
- KPI 3: Candidate satisfaction scores increased by 25% due to better communication.
- KPI 4: Diversity hiring increased by 10% with inclusive sourcing strategies.
These KPIs contributed to faster hiring, stronger team performance, better candidate experience, and improved workplace diversity—leading to a more productive and well-balanced workforce.
Key Takeaways
- KRA defines what needs to be done, while KPI measures how well it is done for the General HR Manager role.
- KPIs should always be SMART to ensure clear and measurable success.
- Consistent monitoring and improvement of KRAs and KPIs lead to sustainable HR excellence.
