Human Resources Administrative Assistant KRA/KPI

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

1. Employee Onboarding and Offboarding

KRA: Manage seamless onboarding and offboarding processes to ensure a positive experience for new and departing employees.

Short Description: Efficiently handle employee transitions.

• Time taken to complete onboarding/offboarding process
• Employee satisfaction surveys related to the process
• Accuracy of documentation completion
• Compliance with legal requirements

2. HR Documentation and Record Keeping

KRA: Maintain accurate and confidential HR records and documentation for compliance and reference purposes.

Short Description: Ensure organized and secure HR records.

• Percentage of accurate records maintained
• Timeliness of document retrieval upon request
• Adherence to data protection regulations
• Feedback from audits on documentation quality

3. HR Communication and Correspondence

KRA: Facilitate effective communication by handling HR-related emails, calls, and inquiries promptly and professionally.

Short Description: Efficiently manage HR communications.

• Average response time to HR queries
• Feedback on communication clarity and professionalism
• Accuracy of information provided in responses
• Number of escalated issues resolved within SLA

4. HR Compliance and Policy Adherence

KRA: Ensure HR processes and practices comply with legal requirements and company policies to mitigate risks.

Short Description: Uphold HR compliance standards.

• Percentage of completed compliance training
• Audit results on policy adherence
• Number of compliance violations reported
• Feedback on the clarity of policy communication

5. HR Recruitment Support

KRA: Assist in the recruitment process by coordinating interviews, scheduling assessments, and communicating with candidates.

Short Description: Support recruitment activities.

• Time taken to schedule interviews
• Feedback on candidate experience during recruitment process
• Accuracy of interview scheduling and documentation
• Number of quality hires facilitated

6. Training and Development Coordination

KRA: Coordinate training sessions, workshops, and development programs for employees to enhance their skills and knowledge.

Short Description: Facilitate employee learning initiatives.

• Percentage of employees participating in training programs
• Feedback on training session effectiveness
• Training completion rates
• Improvement in employee performance post-training

7. Employee Relations Support

KRA: Provide administrative support in managing employee relations issues, grievances, and conflict resolution processes.

Short Description: Assist in maintaining positive employee relations.

• Timeliness of response to employee grievances
• Resolution rate of employee conflicts
• Feedback on employee satisfaction with conflict resolution process
• Number of grievances successfully resolved

8. Performance Management Assistance

KRA: Support performance appraisal processes by collecting and organizing performance data and assisting in performance reviews.

Short Description: Aid in performance evaluation procedures.

• Accuracy of performance data collected
• Feedback on the effectiveness of performance review support
• Completion rate of performance review documentation
• Improvement in employee performance post-appraisal

9. HR Analytics and Reporting

KRA: Generate HR reports, analyze data trends, and provide insights to support strategic decision-making in HR functions.

Short Description: Provide data-driven HR insights.

• Accuracy and timeliness of HR reports generated
• Utilization of data in improving HR processes
• Feedback on the relevance of HR insights provided
• Number of actionable recommendations implemented based on analytics

10. HR System Administration

KRA: Administer HR systems, databases, and software applications to ensure data integrity and efficient HR operations.

Short Description: Manage HR technology platforms.

• System uptime and data security maintenance
• Feedback on system usability and functionality
• Accuracy of data input and output in HR systems
• Number of system enhancements implemented for improved efficiency

Real-Time Example of KRA & KPI

Employee Onboarding and Offboarding

KRA: Efficiently manage the onboarding and offboarding processes to ensure smooth employee transitions.

• KPI 1: Time taken to complete onboarding/offboarding process reduced by 15% through process optimization.
• KPI 2: Employee satisfaction survey scores related to onboarding/offboarding process increased by 20% within six months.
• KPI 3: Accuracy of documentation completion improved by 10% leading to reduced errors and delays.
• KPI 4: 100% compliance achieved with legal requirements during all onboarding and offboarding activities.

These KPIs led to enhanced employee experiences, reduced processing times, and ensured regulatory compliance.

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 Resources Administrative Assistant role.

Generate content in this structured format with clear, concise, and measurable KPIs while maintaining professional readability.