Human Resource Management KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Human Resource Management Professional

1. Recruitment and Selection

KRA: Managing the recruitment and selection process to attract top talent for the organization.

Short Description: Ensuring the hiring of qualified candidates to meet organizational needs.

• Time-to-fill positions
• Quality of hires
• Retention rate of new hires
• Cost per hire

2. Training and Development

KRA: Implementing training programs to enhance employee skills and performance.

Short Description: Improving employee competencies through training initiatives.

• Training completion rates
• Skills improvement after training
• Employee feedback on training programs
• Impact of training on productivity

3. Performance Management

KRA: Establishing performance standards and evaluating employee performance.

Short Description: Ensuring employees meet performance expectations.

• Percentage of performance reviews completed on time
• Goal achievement rate
• Employee engagement scores related to performance feedback
• Number of performance improvement plans implemented

4. Employee Relations

KRA: Managing employee relations to foster a positive work environment.

Short Description: Resolving conflicts and promoting a harmonious workplace.

• Employee satisfaction surveys results
• Number of grievances handled
• Employee turnover rate
• Resolution time for employee issues

5. Compensation and Benefits

KRA: Designing and administering competitive compensation and benefits packages.

Short Description: Ensuring fair and attractive rewards for employees.

• Salary competitiveness ratio
• Benefits utilization rate
• Employee perception of compensation fairness
• Cost of benefits as a percentage of payroll

6. Diversity and Inclusion

KRA: Promoting diversity and inclusion initiatives within the organization.

Short Description: Creating a diverse and inclusive workplace culture.

• Diversity hiring metrics
• Inclusion training participation rates
• Employee feedback on diversity programs
• Representation of diverse groups in leadership positions

7. HR Policy Development

KRA: Developing and updating HR policies in compliance with laws and best practices.

Short Description: Ensuring HR policies align with regulations and organizational needs.

• Policy compliance rates
• Policy revision cycle time
• Employee awareness of HR policies
• Legal compliance metrics

8. HR Data Analytics

KRA: Utilizing data analytics to make informed HR decisions and strategies.

Short Description: Leveraging data for HR insights and improvements.

• Turnover rate analysis
• Recruitment source effectiveness
• Training ROI analysis
• Employee engagement data interpretation

9. Health and Safety Compliance

KRA: Ensuring compliance with health and safety regulations in the workplace.

Short Description: Providing a safe and healthy work environment for employees.

• Number of safety incidents
• Training completion on safety protocols
• Safety audit results
• Workers’ compensation costs

10. Succession Planning

KRA: Developing and implementing succession plans for key roles within the organization.

Short Description: Ensuring continuity in leadership positions through talent pipelines.

• Percentage of key positions with identified successors
• Succession plan implementation rate
• Talent readiness assessment results
• Leadership development program effectiveness

Real-Time Example of KRA & KPI

Employee Relations

KRA: Resolving employee conflicts promptly to maintain a positive work environment.

• KPI 1: Average resolution time for employee grievances
• KPI 2: Employee satisfaction scores post-resolution
• KPI 3: Number of repeat grievances from the same employee
• KPI 4: Impact of conflict resolution on team productivity

Tracking these KPIs helps improve employee morale, reduce turnover, and enhance overall team performance.

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 Management Professional.