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.
