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.
