Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)
1. Recruitment and Selection
KRA: Managing the recruitment and selection process to attract top talent.
Short Description: Enhancing the workforce through effective hiring strategies.
- Number of qualified candidates per open position
- Time to fill open positions
- Offer acceptance rate
- Quality of hire
2. Employee Onboarding and Orientation
KRA: Ensuring smooth onboarding and orientation for new hires.
Short Description: Facilitating seamless integration of new employees.
- Onboarding completion rate
- New hire satisfaction survey results
- Time to productivity for new hires
- Retention rate of new employees
3. Performance Management
KRA: Implementing performance management processes to drive employee productivity.
Short Description: Enhancing individual and organizational performance.
- Employee performance ratings distribution
- Goal achievement rate
- Feedback completion rate
- Training and development participation rate
4. Employee Relations and Engagement
KRA: Fostering positive employee relations and high engagement levels.
Short Description: Cultivating a positive work environment.
- Employee satisfaction survey results
- Employee retention rate
- Number of grievances resolved
- Participation rate in engagement activities
5. Training and Development
KRA: Identifying training needs and implementing development programs.
Short Description: Enhancing employee skills and competencies.
- Training hours per employee
- Training effectiveness (pre- and post-assessment scores)
- Skills improvement rate post-training
- Employee promotion rate post-training
6. Compensation and Benefits Management
KRA: Designing and managing competitive compensation and benefits packages.
Short Description: Ensuring fair and attractive rewards for employees.
- Compensation competitiveness analysis
- Benefits utilization rate
- Salary increase budget adherence
- Employee satisfaction with compensation and benefits
7. HR Policy and Compliance
KRA: Developing and enforcing HR policies to ensure legal compliance.
Short Description: Safeguarding the organization through policy adherence.
- Compliance audit results
- Policy violation incidents
- Training completion on policies and procedures
- Legal claims resolution time
8. Diversity and Inclusion
KRA: Promoting diversity and fostering an inclusive workplace culture.
Short Description: Celebrating differences and ensuring equity.
- Diversity hiring statistics
- Inclusion survey results
- Diversity training participation rate
- Employee resource group engagement
9. HR Data Analytics
KRA: Utilizing data analytics for informed HR decision-making.
Short Description: Leveraging data for strategic HR initiatives.
- HR metrics dashboard accuracy
- Turnover rate prediction accuracy
- Cost per hire analysis
- Training ROI calculation
10. Talent Management and Succession Planning
KRA: Identifying and developing future leaders within the organization.
Short Description: Building a pipeline of talent for key roles.
- Succession planning completion rate
- High-potential employee development progress
- Internal promotions rate
- Talent retention rate
Real-Time Example of KRA & KPI
Employee Engagement
KRA: Implementing engagement initiatives to boost employee morale and productivity.
- KPI 1: Employee engagement survey participation rate
- KPI 2: Percentage increase in productivity post-engagement program
- KPI 3: Number of collaborative projects initiated by employees
- KPI 4: Reduction in absenteeism rates
Describe how these KPIs led to improved performance and success by enhancing employee satisfaction and organizational 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 Human Resource.
