Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Human Capital Specialist
1. Recruitment and Talent Acquisition
KRA: Responsible for sourcing, attracting, and hiring top talent to meet organizational needs.
Short Description: Ensuring the recruitment of high-quality candidates.
- Time-to-Fill Positions
- Quality of Hire
- Offer Acceptance Rate
- Retention Rate of New Hires
2. Employee Development and Training
KRA: Implementing training programs to enhance employee skills and development.
Short Description: Fostering continuous learning and growth.
- Training Participation Rate
- Skills Improvement Metrics
- Employee Feedback on Training Effectiveness
- Promotion Rate of Internally Trained Employees
3. Performance Management
KRA: Designing and implementing performance appraisal processes and systems.
Short Description: Ensuring fair and effective performance evaluations.
- Completion Rate of Performance Reviews
- Goal Achievement Rate
- Employee Engagement Scores post-appraisal
- Percentage of Employees with Development Plans
4. Employee Relations and Engagement
KRA: Cultivating a positive work environment and managing employee relations.
Short Description: Promoting a culture of trust and collaboration.
- Employee Satisfaction Surveys Score
- Employee Turnover Rate
- Number of Grievances Resolved
- Participation Rate in Engagement Activities
5. Compensation and Benefits Management
KRA: Developing and administering competitive compensation and benefits packages.
Short Description: Ensuring fair and motivating reward systems.
- Salary Competitiveness Index
- Benefits Utilization Rate
- Cost of Employee Benefits as a Percentage of Payroll
- Employee Perception of Compensation Fairness
6. Diversity and Inclusion Initiatives
KRA: Promoting diversity and fostering an inclusive workplace culture.
Short Description: Embracing diversity for organizational success.
- Diversity Hiring Rate
- Inclusion Survey Scores
- Representation of Diverse Groups in Leadership Positions
- Employee Feedback on Inclusion Efforts
7. Compliance and Legal HR Practices
KRA: Ensuring adherence to labor laws and HR regulations.
Short Description: Mitigating legal risks through compliance.
- Compliance Audit Results
- Number of HR Policy Violations
- Training Completion on Legal Requirements
- Resolution Rate of Compliance Issues
8. Succession Planning and Leadership Development
KRA: Identifying and developing future leaders within the organization.
Short Description: Ensuring a pipeline of capable leaders.
- Succession Readiness Index
- Leadership Development Program Effectiveness
- Percentage of Internal Promotions to Leadership Roles
- Retention Rate of High-Potential Employees
9. HR Data Analytics and Metrics
KRA: Utilizing HR data to drive strategic decision-making and improve HR processes.
Short Description: Leveraging data for actionable insights.
- HR Cost per Employee
- Employee Turnover Cost Analysis
- HR Technology Adoption Rate
- Accuracy of HR Data Reporting
10. Change Management and Organizational Development
KRA: Leading change initiatives and fostering organizational growth and adaptability.
Short Description: Guiding successful transitions and transformations.
- Employee Adoption Rate of Change Initiatives
- Organizational Resilience Score
- Change Management Project Timelines Adherence
- Employee Feedback on Change Communication
