Hr Admin Coordinator KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for HR Admin Coordinator

1. Recruitment and Onboarding

KRA: Managing the end-to-end recruitment process and ensuring seamless onboarding of new employees.

Short Description: Efficiently hire and integrate new talent.

• Time-to-fill for open positions
• Quality of hire
• Employee satisfaction with onboarding process
• Retention rate of new hires after 6 months

2. HR Policies and Compliance

KRA: Developing and implementing HR policies while ensuring compliance with labor laws and regulations.

Short Description: Establish and uphold HR regulations.

• Number of policy updates implemented per quarter
• Compliance audit results
• Training completion rate on policies
• Number of reported compliance incidents

3. Employee Relations and Engagement

KRA: Fostering positive employee relations and driving engagement initiatives.

Short Description: Maintain a healthy work environment.

• Employee satisfaction surveys score
• Employee turnover rate
• Participation rate in engagement activities
• Number of reported employee grievances resolved

4. Training and Development

KRA: Identifying training needs and implementing development programs to enhance employee skills.

Short Description: Improve workforce competencies.

• Training hours per employee annually
• Skills improvement post-training assessment
• Promotion rate of internally trained employees
• Training cost per employee compared to budget

5. Performance Management

KRA: Overseeing the performance appraisal process and setting performance goals.

Short Description: Drive employee performance.

• Completion rate of performance appraisals
• Goal achievement rate
• Percentage of employees on performance improvement plans
• Employee satisfaction with feedback process

6. Compensation and Benefits Administration

KRA: Managing compensation structures and benefits programs to attract and retain talent.

Short Description: Ensure competitive pay and benefits.

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

7. Data Analysis and Reporting

KRA: Analyzing HR data to generate insights and prepare reports for decision-making.

Short Description: Provide data-driven insights.

• Accuracy of HR data reports
• Turnaround time for data analysis reports
• Implementation rate of data-driven decisions
• Number of actionable insights generated

8. Health and Safety Compliance

KRA: Ensuring workplace health and safety compliance and implementing safety programs.

Short Description: Maintain a safe work environment.

• Number of safety training sessions conducted
• Incident rate per employee
• Compliance with health and safety regulations
• Employee participation in safety programs

9. HR Technology Management

KRA: Overseeing HR technology systems and optimizing their usage for efficient HR operations.

Short Description: Ensure effective utilization of HR tech.

• System uptime and performance metrics
• User satisfaction with HR technology platforms
• Number of system enhancements implemented
• Training completion rate on HR tech systems

10. Diversity and Inclusion Initiatives

KRA: Promoting diversity and inclusion through initiatives and policies within the organization.

Short Description: Foster a diverse and inclusive workplace.

• Representation of diverse groups in the workforce
• Inclusion survey results
• Number of diversity training sessions conducted
• Employee feedback on inclusivity in the workplace

Real-Time Example of KRA & KPI

Example: Recruitment and Onboarding

KRA: Successfully filling critical positions within the organization through efficient recruitment practices.

• KPI 1: Time-to-fill for key positions
• KPI 2: Quality of candidates sourced
• KPI 3: Onboarding completion rate
• KPI 4: New hire retention rate after 90 days

Tracking these KPIs led to a 20% decrease in time-to-fill and a 15% increase in new hire retention, enhancing overall organizational performance.

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 HR Admin Coordinator roles.