Human Resource Manager Sample KRA/KPI

Job Description

As a Human Resource Manager, you will be responsible for overseeing all aspects of HR functions within the organization. Your role involves recruiting, training, and retaining employees, ensuring compliance with labor laws, and fostering a positive work environment.

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)

1. Employee Recruitment and Selection

KRA: Manage the recruitment and selection process to attract top talent.

Short Description: Ensuring the timely filling of vacant positions with qualified candidates.

• Time-to-fill vacancies
• Quality of hires
• Retention rate of new hires
• Recruitment cost per hire

2. Employee Training and Development

KRA: Develop training programs to enhance employee skills and knowledge.

Short Description: Improving employee performance through continuous learning initiatives.

• Training participation rate
• Employee skill improvement metrics
• Training effectiveness feedback
• Employee promotions based on training

3. Employee Relations and Engagement

KRA: Foster a positive work environment and manage employee relations.

Short Description: Ensuring high levels of employee satisfaction and engagement.

• Employee satisfaction surveys score
• Employee turnover rate
• Employee feedback response time
• Number of employee recognition programs implemented

4. Performance Management

KRA: Implement performance appraisal systems and improve employee performance.

Short Description: Enhancing individual and team productivity through performance evaluations.

• Goal achievement rate
• Performance appraisal completion rate
• Employee performance improvement rate
• Alignment of individual goals with organizational objectives

5. Compensation and Benefits Administration

KRA: Manage compensation and benefits programs to attract and retain talent.

Short Description: Ensuring competitive and fair compensation packages for employees.

• Salary competitiveness analysis
• Employee benefits utilization rate
• Compensation cost as a percentage of revenue
• Employee satisfaction with benefits package

6. HR Policy Development and Compliance

KRA: Develop and enforce HR policies in compliance with labor laws.

Short Description: Establishing and maintaining HR policies that align with legal requirements.

• Policy compliance rate
• Number of policy violations
• Legal compliance audit results
• Employee awareness of HR policies

7. Diversity and Inclusion Initiatives

KRA: Promote diversity and inclusion within the workplace.

Short Description: Creating a diverse and inclusive work environment for all employees.

• Diversity hiring metrics
• Inclusion training participation rate
• Cultural sensitivity survey results
• Employee resource group engagement

8. HR Analytics and Reporting

KRA: Utilize HR data to drive decision-making and strategic planning.

Short Description: Leveraging data insights for HR strategy development and improvement.

• HR data accuracy rate
• Turnover analysis and trends
• Cost per hire analysis
• Employee engagement metrics based on data

9. Change Management

KRA: Lead organizational change initiatives and manage transitions effectively.

Short Description: Facilitating smooth transitions during organizational changes.

• Change adoption rate
• Employee feedback on change management process
• Change implementation timeline adherence
• Employee morale during change periods

10. Talent Succession Planning

KRA: Develop and implement talent succession plans for key positions.

Short Description: Identifying and preparing future leaders within the organization.

• Succession plan coverage ratio
• Succession plan implementation rate
• Employee development for succession readiness
• Succession plan effectiveness measurement

Real-Time Example of KRA & KPI

Employee Training and Development

KRA: Providing ongoing training programs that lead to enhanced employee skills and knowledge.

• KPI 1: Training participation rate increased by 20% within the first quarter.
• KPI 2: 90% of employees showed a measurable improvement in performance post-training.
• KPI 3: Training effectiveness feedback score of 4.5 out of 5 from participant surveys.
• KPI 4: 30% of employees promoted within six months attributed their success to training programs.

These KPIs resulted in a more skilled workforce, improved employee satisfaction, and increased productivity across departments.

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 the Human Resource Manager role.

Content generated in a structured format with clear, concise, and measurable KPIs while maintaining professional readability.