Key Responsibility Areas (KRAs) & Key Performance Indicators (KPIs) for HR Support
1. Recruitment and Onboarding
KRA: Managing the end-to-end recruitment process and ensuring a seamless onboarding experience for new hires.
Short Description: Attract, select, and integrate top talent efficiently.
- Time to fill open positions
- Offer acceptance rate
- Employee retention rate after 6 months
- New hire satisfaction score
2. Employee Relations and Engagement
KRA: Fostering positive employee relations and creating engagement initiatives to enhance workplace morale.
Short Description: Cultivate a positive work environment and boost employee satisfaction.
- Employee satisfaction survey results
- Number of employee recognition programs implemented
- Average employee tenure
- Participation rate in engagement activities
3. Training and Development
KRA: Identifying training needs, designing development programs, and tracking employee growth.
Short Description: Enhance employee skills and competencies through targeted training.
- Training hours per employee
- Percentage of employees with completed development plans
- Skills improvement rate post-training
- Employee promotion rate based on internal development
4. Performance Management
KRA: Implementing performance appraisal systems and providing feedback for continuous improvement.
Short Description: Evaluate and enhance employee performance effectively.
- Completion rate of performance reviews
- Percentage of employees meeting performance goals
- Feedback response time to performance reviews
- Employee engagement post-appraisal
5. Compliance and Legal Support
KRA: Ensuring HR policies and practices comply with labor laws and providing legal support as needed.
Short Description: Mitigate legal risks and maintain compliance standards.
- Audit findings related to HR compliance
- Number of legal cases resolved successfully
- Training completion rate on compliance policies
- Employee awareness of legal rights and obligations
6. Compensation and Benefits Administration
KRA: Managing employee compensation structures, benefits packages, and ensuring fairness in pay practices.
Short Description: Design and administer competitive compensation and benefits programs.
- Salary increase budget adherence
- Employee satisfaction with benefits package
- Turnover rate related to compensation dissatisfaction
- Market competitiveness of total rewards offerings
7. HR Data Analytics and Reporting
KRA: Analyzing HR metrics, generating reports, and using data insights to drive strategic decisions.
Short Description: Leverage data for informed HR strategies and actions.
- Accuracy of HR data reporting
- HR data utilization in decision-making processes
- Cost savings based on data-driven initiatives
- Employee performance linked to data-driven interventions
8. Diversity and Inclusion Initiatives
KRA: Developing and implementing diversity and inclusion programs to foster a diverse workplace culture.
Short Description: Promote diversity, equity, and inclusion within the organization.
- Representation of diverse groups in recruitment
- Participation rate in diversity training programs
- Employee feedback on inclusivity in the workplace
- Impact of diversity initiatives on team performance
9. Health and Safety Compliance
KRA: Ensuring workplace health and safety standards are met, and creating a safe work environment for all employees.
Short Description: Maintain a secure workplace and prioritize employee well-being.
- Number of safety incidents reported and resolved
- Compliance with health and safety regulations
- Employee participation in safety training programs
- Audit results on workplace safety measures
10. Talent Management and Succession Planning
KRA: Identifying high-potential employees, creating development paths, and ensuring seamless succession planning.
Short Description: Nurture talent and prepare future leaders for key roles.
- Succession plan implementation rate
- Employee readiness for key roles assessment
- Talent retention of high-potential employees
- Effectiveness of succession planning in critical roles
Real-Time Example of KRA & KPI
[Insert a real-world example related to HR Support]
KRA: Example of how an organization improved employee engagement through a structured recognition program.
- KPI 1: Increase in employee engagement survey scores after program launch
- KPI 2: Percentage of employees participating in recognition initiatives
- KPI 3: Number of peer-to-peer recognitions per month
- KPI 4: Impact on overall productivity and morale metrics
Describe how these KPIs led to improved performance and success.
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 Support.
Ensure that these KRAs and KPIs are tailored to your organization’s specific HR Support needs for optimal performance measurement.
