Sample Hr Administrator KRA/KPI

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

1. Recruitment and Selection

KRA: Managing the recruitment process to attract top talent and ensure effective selection methods for organizational needs.

Short Description: Talent Acquisition and Selection

• Time-to-fill vacant positions
• Quality of hires
• Retention rate of new hires
• Cost per hire

2. Employee Onboarding and Orientation

KRA: Facilitating smooth onboarding processes to integrate new employees into the organization effectively.

Short Description: New Hire Integration

• Onboarding completion rate
• Employee satisfaction with onboarding
• Time to productivity for new hires
• Feedback from new employees

3. Performance Management

KRA: Implementing performance appraisal systems and processes to monitor and enhance employee performance.

Short Description: Performance Appraisals

• Completion rate of performance reviews
• Goal achievement rate
• Employee engagement scores post-appraisal
• Training needs identified from appraisals

4. Employee Relations and Engagement

KRA: Fostering positive employee relations and creating engagement initiatives to boost morale and productivity.

Short Description: Employee Relations & Engagement

• Employee satisfaction survey results
• Participation rate in engagement activities
• Resolution time for employee grievances
• Retention rate of engaged employees

5. Training and Development

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

Short Description: Learning & Development

• Training hours per employee
• Training effectiveness (post-training assessments)
• Skills improvement rate post-training
• Promotion rate of internally trained employees

6. Compensation and Benefits Administration

KRA: Managing compensation structures and benefits packages to ensure competitiveness and employee satisfaction.

Short Description: Rewards Management

• Salary competitiveness ratio
• Benefits utilization rate
• Employee turnover related to compensation
• Compliance with compensation laws

7. HR Policy Development and Implementation

KRA: Developing HR policies and ensuring their effective implementation to maintain compliance and organizational consistency.

Short Description: Policy Development & Compliance

• Policy adherence rate
• Compliance audit results
• Feedback on policy clarity and relevance
• Number of policy violations

8. Diversity and Inclusion Initiatives

KRA: Promoting diversity and inclusion within the workplace through initiatives and programs that encourage a supportive environment.

Short Description: Diversity & Inclusion

• Diversity hiring metrics
• Inclusion survey results
• Representation in leadership roles
• Employee resource group participation

9. HR Data Analytics and Reporting

KRA: Utilizing HR data to generate insights, trends, and reports for informed decision-making and strategic planning.

Short Description: Data Analysis & Reporting

• Turnover rate analysis
• Attendance and absenteeism trends
• Training ROI analysis
• HR metrics dashboard accuracy

10. Compliance and Legal Requirements

KRA: Ensuring HR practices align with legal regulations and compliance standards to mitigate risks and maintain ethical standards.

Short Description: Legal Compliance & Risk Management

• Compliance training completion rate
• Audit results on HR practices
• Number of legal cases against the organization
• Regulatory fine occurrences

Real-Time Example of KRA & KPI

Employee Engagement

KRA: Implementing employee engagement initiatives to improve workplace satisfaction and productivity.

• KPI 1: Employee engagement survey scores increased by 15% within six months.
• KPI 2: Participation rate in team-building activities reached 90% annually.
• KPI 3: Average resolution time for employee grievances reduced by 20% after new processes implementation.
• KPI 4: Employee turnover decreased by 10% following enhanced engagement efforts.

Describe how these KPIs led to improved performance and success.

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 Administrator.