Human Resources Manager Sample KRA/KPI

Job Description

The Human Resources Manager is responsible for overseeing all aspects of human resources functions within an organization. This role involves managing recruitment, employee relations, performance management, training and development, and ensuring compliance with labor laws and company policies.

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

1. Recruitment and Talent Acquisition

KRA: Leading recruitment efforts to attract top talent and fill key positions efficiently.

Short Description: Ensuring timely and quality hiring processes.

• Time to fill key positions
• Quality of hires
• Recruitment cost per hire
• Retention rate of new hires

2. Employee Relations and Engagement

KRA: Fostering positive relationships between employees and the organization to enhance engagement and productivity.

Short Description: Promoting a healthy work environment.

• Employee satisfaction surveys
• Employee turnover rate
• Absenteeism rate
• Employee engagement scores

3. Training and Development

KRA: Developing and implementing training programs to enhance employee skills and performance.

Short Description: Continuous learning and growth opportunities.

• Training hours per employee
• Training program effectiveness
• Promotion rate from within
• Skills proficiency improvement

4. Performance Management

KRA: Establishing performance appraisal systems and processes to evaluate and improve employee performance.

Short Description: Setting clear performance expectations.

• Goal achievement rate
• Performance appraisal completion rate
• Percentage of employees meeting performance standards
• Feedback response time

5. Compliance and Legal Matters

KRA: Ensuring compliance with labor laws, regulations, and company policies to mitigate risks.

Short Description: Upholding legal standards and organizational policies.

• Compliance audit results
• Number of legal violations
• Training completion on compliance topics
• Policy adherence rate

Real-Time Example of KRA & KPI

Employee Engagement Strategy

KRA: Implementing an employee engagement strategy to boost morale and productivity.

• KPI 1: Employee satisfaction survey scores increased by 15%.
• KPI 2: Employee turnover rate decreased by 10%.
• KPI 3: Absenteeism rate reduced by 20%.
• KPI 4: Employee engagement scores improved by 25%.

This strategy led to higher employee retention, increased productivity, and improved overall work culture.

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 Manager.

Content generated in this structured format provides clear, concise, and measurable KPIs to monitor and improve performance effectively in the role of a Human Resources Manager.