Hotel Human Resources KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Hotel Human Resources

1. Recruitment and Selection

KRA: Overseeing the recruitment and selection process to ensure the hotel attracts and hires top talent efficiently.

Short Description: Managing staffing needs effectively.

• Time-to-fill vacant positions
• Quality of hire
• Retention rate of new hires
• Employee satisfaction with the recruitment process

2. Training and Development

KRA: Developing and implementing training programs to enhance employee skills and performance.

Short Description: Fostering continuous learning and growth.

• Training hours per employee
• Training effectiveness (pre and post-assessment scores)
• Promotion rate from internal training programs
• Employee feedback on training content and delivery

3. Performance Management

KRA: Establishing performance appraisal systems and processes to evaluate and improve employee performance.

Short Description: Enhancing individual and team productivity.

• Completion rate of performance appraisals
• Goal achievement rate
• Employee engagement scores related to feedback and recognition
• Percentage of employees on performance improvement plans

4. Employee Relations

KRA: Managing employee relations issues and fostering a positive work environment.

Short Description: Ensuring a harmonious workplace.

• Employee satisfaction survey results
• Employee grievances resolved within a specified timeframe
• Rate of absenteeism and turnover attributed to employee relations issues
• Number of disciplinary actions taken

5. Compensation and Benefits

KRA: Designing and administering competitive compensation and benefits packages to attract and retain talent.

Short Description: Ensuring fair and motivating rewards.

• Salary competitiveness ratio
• Benefits utilization rate
• Employee satisfaction with compensation and benefits
• Turnover rate related to compensation concerns

6. Diversity and Inclusion

KRA: Promoting diversity and inclusion initiatives to create a diverse and equitable workplace.

Short Description: Fostering a culture of respect and belonging.

• Diversity hiring metrics
• Employee participation in diversity training
• Inclusion survey results
• Number of diversity-related initiatives implemented

7. Health and Safety Compliance

KRA: Ensuring compliance with health and safety regulations to maintain employee well-being and minimize risks.

Short Description: Prioritizing the health and safety of employees.

• Incident rate of workplace accidents
• Adherence to health and safety training requirements
• Completion rate of safety inspections and audits
• Employee feedback on safety measures

8. Succession Planning

KRA: Developing and implementing succession plans to ensure continuity in key roles and leadership positions.

Short Description: Building a pipeline of future leaders.

• Succession fill rate
• Employee readiness for key roles
• Talent development program participation rate
• Feedback on succession planning effectiveness

9. Employee Engagement

KRA: Driving initiatives to enhance employee engagement, satisfaction, and motivation.

Short Description: Boosting morale and productivity.

• Employee engagement survey scores
• Participation rate in engagement activities
• Recognition and appreciation events frequency
• Voluntary turnover rate

10. HR Technology and Analytics

KRA: Leveraging HR technology and analytics to streamline processes, make data-driven decisions, and improve HR efficiency.

Short Description: Embracing digital transformation in HR.

• HR system adoption rate
• Data accuracy and integrity in HR systems
• Time saved through automation and digitization
• HR analytics impact on decision-making