Hr Supervisor KRA/KPI

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