Hris Analyst KRA/KPI

Job Description: Hris Analyst

As an Hris Analyst, you will be responsible for managing and optimizing the Human Resources Information Systems to support the HR functions effectively. You will play a crucial role in ensuring data accuracy, system efficiency, and compliance with HR policies and regulations.

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

1. Data Management

KRA: Ensure accurate and up-to-date data management within the HRIS system.

Short Description: Maintain data integrity in HRIS.

• 1. Data accuracy rate in HRIS
• 2. Timeliness of data updates
• 3. Data security compliance
• 4. Reduction in data errors

2. System Enhancement

KRA: Identify system improvement opportunities to enhance HR processes.

Short Description: Enhance HRIS functionality.

• 1. Number of system enhancements implemented
• 2. User satisfaction with system changes
• 3. Efficiency gains from enhancements
• 4. System downtime reduction

3. Reporting and Analysis

KRA: Generate HR reports and analyze data for informed decision-making.

Short Description: Analyze and report HR data.

• 1. Timeliness of report generation
• 2. Accuracy of data analysis
• 3. Insights derived from data analysis
• 4. Report utilization by stakeholders

4. Compliance Management

KRA: Ensure HRIS compliance with legal and regulatory requirements.

Short Description: Maintain HRIS compliance.

• 1. Compliance audit pass rate
• 2. Timely implementation of regulatory updates
• 3. Data privacy protection measures in place
• 4. Training compliance for HR staff

5. Training and Support

KRA: Provide training and support to HR staff on HRIS usage.

Short Description: Train HR staff on HRIS.

• 1. Training completion rate
• 2. User feedback on training effectiveness
• 3. Reduction in support requests
• 4. Staff proficiency in HRIS operations

Real-Time Example of KRA & KPI

Implementation of New HRIS Module

KRA: Successfully implement a new HRIS module to streamline recruitment processes.

• KPI 1: Time reduction in recruitment process by 20%
• KPI 2: Increase in candidate satisfaction scores by 15%
• KPI 3: Reduction in recruitment costs by 10%
• KPI 4: User adoption rate of the new module at 90%

These KPIs led to improved recruitment efficiency, cost savings, and overall HR productivity.

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 Hris Analyst role.

Content generated in this structured format provides clear, concise, and measurable KPIs while maintaining professional readability.