Hr For Resume KRA/KPI

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

1. Recruitment and Selection

KRA: Managing end-to-end recruitment processes to attract and hire top talent.

Short Description: Ensuring timely recruitment of qualified candidates.

• Time-to-fill positions
• Quality of hires
• Cost per hire
• Offer acceptance rate

2. Employee Relations and Engagement

KRA: Fostering positive employee relations and creating an engaging work environment.

Short Description: Enhancing employee satisfaction and retention.

• Employee satisfaction surveys
• Employee turnover rate
• Number of employee grievances resolved
• Participation in company events

3. Training and Development

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

Short Description: Improving employee performance through training initiatives.

• Training hours per employee
• Skills improvement rate
• Employee performance post-training
• Training cost per employee

4. Performance Management

KRA: Implementing performance appraisal systems and setting clear performance goals.

Short Description: Enhancing employee productivity and accountability.

• Goal achievement rate
• Performance ratings distribution
• Feedback response time
• Employee development plans executed

5. Compensation and Benefits Administration

KRA: Managing employee compensation structures and benefits packages.

Short Description: Ensuring competitive and fair compensation practices.

• Compensation competitiveness benchmarking
• Benefit utilization rate
• Salary increase budget adherence
• Employee satisfaction with benefits

Real-Time Example of KRA & KPI

Employee Retention Strategy

KRA: Implementing initiatives to increase employee retention rates.

• KPI 1: Annual turnover rate reduced by 15%
• KPI 2: Employee engagement survey scores increased by 10%
• KPI 3: Number of long-tenured employees increased by 20%
• KPI 4: Exit interview feedback acted upon within 30 days

These KPIs led to improved retention rates, higher employee engagement, and a more stable workforce.

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.

Generate content in this structured format with clear, concise, and measurable KPIs while maintaining professional readability.