Hr Analyst KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)

As an HR Analyst, you will play a crucial role in analyzing HR data and providing valuable insights to drive strategic HR decisions. Your expertise in data analysis and HR processes will directly impact organizational success.

1. Data Analysis and Reporting

KRA: Analyzing HR data to identify trends and patterns for informed decision-making.

Short Description: Utilize data analysis for strategic HR planning.

• Accuracy of HR data reports
• Timeliness in data analysis
• Number of actionable insights generated
• Quality of data visualization

2. HR Metrics and KPI Tracking

KRA: Developing and monitoring HR metrics and KPIs to measure HR performance.

Short Description: Establish and track key HR metrics for performance evaluation.

• Percentage of KPI achievement against targets
• Employee turnover rate analysis
• Effectiveness of performance management metrics
• Utilization of HR analytics tools

3. HR Systems Management

KRA: Managing HR systems and ensuring data integrity and security.

Short Description: Oversee HR systems for efficiency and compliance.

• System uptime and reliability
• Data accuracy and completeness
• Compliance with data protection regulations
• User satisfaction with HR systems

4. Recruitment and Talent Acquisition Analytics

KRA: Analyzing recruitment data to optimize talent acquisition strategies.

Short Description: Enhance recruitment processes through data-driven insights.

• Time-to-fill analysis for job vacancies
• Quality of hire assessment
• Sourcing channel effectiveness
• Diversity and inclusion metrics in recruitment

5. Employee Engagement Analysis

KRA: Evaluating employee engagement surveys and feedback for actionable improvements.

Short Description: Enhance employee engagement through data-driven strategies.

• Employee satisfaction scores analysis
• Engagement survey participation rates
• Action plan implementation based on feedback
• Impact of engagement initiatives on retention

Real-Time Example of KRA & KPI

Employee Turnover Rate Analysis

KRA: Analyzing employee turnover data to identify reasons and trends.

• KPI 1: Annual turnover rate calculation
• KPI 2: Voluntary vs. involuntary turnover ratio
• KPI 3: Exit interview analysis for insights
• KPI 4: Implementation of retention strategies

Tracking these KPIs led to a 10% decrease in voluntary turnover and improved employee retention by 15%.

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 Analyst role.

Ensure to focus on clear, concise, and measurable KPIs to drive performance and success as an HR Analyst.