Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Human Resource Admin
1. Recruitment and Selection
KRA: Managing the recruitment process to attract and retain top talent for the organization.
Short Description: Ensuring timely hiring of qualified candidates.
- Time-to-fill vacancies
- Quality of hires
- Offer acceptance rate
- Retention rate of new hires
2. Employee Relations
KRA: Fostering positive relationships between employees and the organization.
Short Description: Maintaining a harmonious work environment.
- Employee satisfaction surveys
- Resolution time for employee grievances
- Employee engagement scores
- Number of disciplinary actions taken
3. Performance Management
KRA: Implementing performance appraisal systems to evaluate employee performance.
Short Description: Enhancing employee productivity and development.
- Percentage of performance reviews completed on time
- Goal achievement rate
- Training hours per employee
- Employee performance improvement rate
4. Training and Development
KRA: Identifying training needs and implementing development programs.
Short Description: Enhancing employee skills and competencies.
- Training effectiveness (pre- vs. post-training assessment)
- Percentage of employees trained
- Employee certification rates
- Skills gap reduction rate
5. Compensation and Benefits Management
KRA: Designing and managing competitive compensation and benefits packages.
Short Description: Ensuring fair and attractive remuneration.
- Compensation competitiveness analysis
- Benefits utilization rate
- Salary increase budget adherence
- Employee satisfaction with benefits
6. HR Policy Development
KRA: Developing HR policies and ensuring compliance with labor laws.
Short Description: Establishing clear guidelines for employee conduct.
- Policy adherence rate
- Number of policy violations
- Policy update frequency
- Legal compliance rating
7. Diversity and Inclusion Initiatives
KRA: Promoting diversity and inclusion in the workplace.
Short Description: Creating a culture of respect and equality.
- Diversity hiring metrics
- Inclusion survey results
- Representation in leadership roles
- Employee feedback on diversity initiatives
8. Health and Safety Compliance
KRA: Ensuring a safe and healthy work environment for all employees.
Short Description: Mitigating workplace hazards and risks.
- Incident rate
- Compliance with safety regulations
- Training on safety procedures completion rate
- Emergency response preparedness score
9. Succession Planning
KRA: Identifying and developing future leaders within the organization.
Short Description: Ensuring continuity of leadership.
- Succession fill rate
- Leadership development program participation rate
- Employee readiness assessments
- Internal promotion rate
10. Employee Wellness Programs
KRA: Implementing initiatives to support employee well-being and work-life balance.
Short Description: Enhancing employee health and satisfaction.
- Participation rate in wellness activities
- Health risk assessment results
- Employee absenteeism rate
- Workplace stress reduction metrics
Real-Time Example of KRA & KPI
Employee Engagement
KRA: Implementing employee recognition programs to boost morale and motivation.
- KPI 1: Increase in employee engagement survey scores by 10%.
- KPI 2: Recognition program participation rate of 80%.
- KPI 3: Decrease in turnover rate by 5%.
- KPI 4: Number of peer-to-peer recognitions per month.
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 Human Resource Admin.
