Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for HR Supervisor
1. Recruitment and Selection
KRA: Responsible for attracting, assessing, and selecting qualified candidates to meet organizational needs efficiently.
Short Description: Ensure timely and effective recruitment process.
- KPI 1: Time-to-fill vacancies
- KPI 2: Quality of hire
- KPI 3: Candidate satisfaction score
- KPI 4: Diversity hiring metrics
2. Performance Management
KRA: Implement and monitor performance appraisal processes to drive employee productivity and development.
Short Description: Enhance employee performance through feedback and goal setting.
- KPI 1: Completion rate of performance reviews
- KPI 2: Achievement of set performance goals
- KPI 3: Employee engagement survey results
- KPI 4: Training hours per employee
3. Employee Relations
KRA: Foster positive relationships between employees and management, handle grievances, and promote a harmonious work environment.
Short Description: Ensure a healthy work atmosphere conducive to productivity.
- KPI 1: Employee turnover rate
- KPI 2: Resolution time for employee conflicts
- KPI 3: Employee satisfaction survey results
- KPI 4: Compliance with labor laws
4. Training and Development
KRA: Identify training needs, design development programs, and facilitate learning opportunities for employees.
Short Description: Enhance employee skills and competencies through training initiatives.
- KPI 1: Training participation rate
- KPI 2: Skill improvement metrics post-training
- KPI 3: Employee promotion rate after training
- KPI 4: Training cost per employee
5. Compensation and Benefits Administration
KRA: Manage employee compensation structures, benefits packages, and ensure competitive pay practices.
Short Description: Administer fair and attractive compensation packages.
- KPI 1: Salary competitiveness analysis
- KPI 2: Benefits utilization rate
- KPI 3: Payroll accuracy and timeliness
- KPI 4: Employee retention related to compensation
6. HR Policy Development
KRA: Develop, update, and communicate HR policies and procedures to ensure compliance and consistency.
Short Description: Establish clear guidelines for employee conduct and organizational practices.
- KPI 1: Policy acknowledgment rates
- KPI 2: Policy violation incidents
- KPI 3: Compliance audit results
- KPI 4: Policy communication effectiveness
7. Workforce Planning
KRA: Forecast future workforce needs, develop succession plans, and ensure talent pipelines for key roles.
Short Description: Align workforce strategies with organizational goals.
- KPI 1: Succession planning implementation rate
- KPI 2: Time-to-fill critical positions
- KPI 3: Internal promotion rate
- KPI 4: Talent retention in key positions
8. HR Data Analytics
KRA: Utilize data and analytics to make informed HR decisions, improve processes, and drive strategic initiatives.
Short Description: Harness data for optimizing HR functions and decision-making.
- KPI 1: HR metrics dashboard accuracy
- KPI 2: Turnover analysis and trends identification
- KPI 3: Cost per hire analysis
- KPI 4: Employee performance data utilization
9. Compliance and Legal Requirements
KRA: Ensure HR policies, practices, and processes comply with legal requirements and industry regulations.
Short Description: Mitigate legal risks and maintain ethical HR practices.
- KPI 1: Compliance audit results
- KPI 2: Legal claim resolution time
- KPI 3: Training on compliance completion rate
- KPI 4: Employee complaints related to compliance
10. Employee Well-being and Engagement
KRA: Promote employee well-being, work-life balance, and engagement initiatives to enhance job satisfaction and retention.
Short Description: Create a supportive and engaging work environment for employees.
- KPI 1: Employee satisfaction survey results
- KPI 2: Health and wellness program participation rate
- KPI 3: Employee morale indicators
- KPI 4: Employee turnover attributed to well-being programs
