Of Hr Manager KRA/KPI

Job Description

As an HR Manager, you are responsible for overseeing the human resources functions within an organization. Your role involves managing recruitment, employee relations, training and development, performance management, and ensuring compliance with labor laws and regulations.

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

1. Recruitment and Talent Acquisition

KRA: Managing the end-to-end recruitment process to attract and retain top talent.

Short Description: Ensuring a robust recruitment strategy to meet staffing needs.

• Time-to-fill vacancies
• Quality of hires
• Retention rate of new hires
• Recruitment cost per hire

2. Employee Relations and Engagement

KRA: Fostering a positive work environment and addressing employee concerns effectively.

Short Description: Enhancing employee satisfaction and productivity through engagement initiatives.

• Employee satisfaction surveys
• Employee turnover rate
• Participation in company events
• Grievance resolution time

3. Training and Development

KRA: Developing and implementing training programs to enhance employee skills and performance.

Short Description: Building a culture of continuous learning and development.

• Training hours per employee
• Training effectiveness rating
• Promotion rate from within
• Skills gap reduction percentage

4. Performance Management

KRA: Establishing performance goals, conducting appraisals, and providing feedback to improve employee performance.

Short Description: Driving a performance-driven culture within the organization.

• Goal achievement rate
• Feedback completion rate
• Employee development plans implemented
• Performance improvement percentage

5. Compliance and Labor Relations

KRA: Ensuring compliance with labor laws and regulations to mitigate legal risks.

Short Description: Maintaining a safe and fair work environment for employees.

• Number of compliance audits passed
• Incident rate of labor violations
• Employee feedback on workplace safety
• Legal compliance training completion rate

Real-Time Example of KRA & KPI

Recruitment and Talent Acquisition

KRA: Demonstrating success in attracting diverse talent through targeted recruitment strategies.

• KPI 1: Percentage increase in diverse hires
• KPI 2: Time-to-fill critical positions reduced by 15%
• KPI 3: Cost savings of 10% in recruitment budget
• KPI 4: Employee referral rate increased by 20%

These KPIs led to a more inclusive workforce, faster hiring processes, reduced costs, and improved employee engagement.

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 Manager role.

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