Electrical Engineering KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Human Resources Consultant

1. Recruitment and Selection

KRA: Managing the end-to-end recruitment process to attract and select qualified candidates.

Short Description: Ensuring the right talent is hired for organizational needs.

• Time-to-fill for open positions
• Quality of hire
• Interview to hire ratio
• Retention rate of new hires

2. Employee Relations

KRA: Handling employee grievances, disciplinary actions, and fostering a positive work environment.

Short Description: Maintaining harmonious relationships within the organization.

• Employee satisfaction surveys
• Absenteeism rate
• Resolution time for grievances
• Employee turnover rate

3. Training and Development

KRA: Identifying training needs, designing programs, and enhancing employee skills.

Short Description: Investing in employee growth and development.

• Training hours per employee
• Skills improvement rate post-training
• Training cost per employee
• Promotion rate of trained employees

4. Performance Management

KRA: Implementing performance appraisal systems and setting performance goals.

Short Description: Driving performance excellence across the organization.

• Goal achievement rate
• Feedback response time
• Performance rating distribution
• Employee development plan completion rate

5. Compensation and Benefits

KRA: Managing salary structures, benefits packages, and ensuring competitive compensation.

Short Description: Attracting and retaining top talent through rewarding packages.

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

6. Compliance and Legal Requirements

KRA: Ensuring HR processes comply with labor laws and regulations.

Short Description: Mitigating legal risks and maintaining ethical practices.

• Audit compliance score
• Number of legal disputes resolved
• Percentage of workforce trained on compliance
• Policy update and communication frequency

7. Diversity and Inclusion

KRA: Promoting diversity, equity, and inclusion within the workplace.

Short Description: Creating a culture of belonging and respect for all employees.

• Diversity hiring rate
• Inclusion survey scores
• Representation in leadership roles
• Diversity training completion rate

8. HR Analytics and Reporting

KRA: Utilizing data to drive HR decisions and provide insightful reports.

Short Description: Leveraging analytics for strategic HR planning.

• Turnover rate analysis
• Cost per hire metrics
• HR dashboard accuracy
• Time to generate HR reports

9. Employee Engagement

KRA: Developing engagement initiatives to boost morale and productivity.

Short Description: Enhancing employee commitment and satisfaction.

• Employee Net Promoter Score (eNPS)
• Participation in engagement activities
• Feedback response rate on engagement surveys
• Voluntary turnover due to engagement levels

10. Succession Planning

KRA: Identifying and preparing future leaders to fill key organizational roles.

Short Description: Ensuring continuity of leadership talent within the organization.

• Succession pipeline depth
• Percentage of key positions with successors identified
• Leadership development program effectiveness
• Time to fill critical positions internally