Human Resource Admin KRA/KPI

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.