Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)
1. Talent Acquisition
KRA: Responsible for sourcing, attracting, and hiring top talent to meet organizational needs.
Short Description: Managing recruitment processes efficiently.
- Number of qualified candidates per open position
- Time to fill open positions
- Offer acceptance rate
- Quality of hire
2. Employee Onboarding
KRA: Ensuring smooth onboarding processes for new employees to facilitate their integration into the organization.
Short Description: Enhancing new employee experience.
- Onboarding completion rate
- Employee satisfaction with onboarding process
- Time to productivity for new hires
- Retention rate of new employees
3. Performance Management
KRA: Developing and implementing performance evaluation processes to drive employee engagement and productivity.
Short Description: Enhancing performance culture within the organization.
- Percentage of performance goals achieved
- Employee feedback score on performance reviews
- Training and development participation rate
- Employee turnover post-appraisal cycle
4. Compensation and Benefits Administration
KRA: Managing employee compensation and benefits packages to attract and retain top talent.
Short Description: Ensuring competitive and fair rewards.
- Average salary increase percentage
- Benefits utilization rate
- Salary compression ratio
- Employee satisfaction with compensation and benefits
5. Training and Development
KRA: Identifying training needs and designing developmental programs to enhance employee skills and competencies.
Short Description: Fostering continuous learning and growth.
- Training participation rate
- Employee skill improvement after training
- Training cost per employee
- Promotion rate of internally trained employees
6. Employee Relations
KRA: Managing employee relations to create a positive work environment and resolve conflicts effectively.
Short Description: Promoting a harmonious workplace.
- Employee satisfaction with workplace culture
- Number of grievances resolved
- Employee engagement survey scores
- Turnover rate due to employee relations issues
7. Diversity and Inclusion
KRA: Promoting diversity and fostering an inclusive workplace culture that values and respects differences.
Short Description: Building a diverse and inclusive workforce.
- Diversity hiring rate
- Inclusion training completion rate
- Employee feedback on inclusion initiatives
- Representation of diverse groups in leadership positions
8. Health and Safety Compliance
KRA: Ensuring compliance with health and safety regulations to provide a safe work environment for employees.
Short Description: Prioritizing employee well-being.
- Incident rate of workplace accidents
- Percentage of safety training completion
- Health and safety audit results
- Days lost due to work-related injuries
9. Succession Planning
KRA: Developing and implementing strategies to identify and develop future leaders within the organization.
Short Description: Ensuring leadership continuity.
- Percentage of key positions with identified successors
- Talent pipeline strength index
- Employee readiness for key roles
- Success rate of internal promotions
10. Employee Engagement
KRA: Implementing initiatives to enhance employee engagement and morale within the organization.
Short Description: Fostering a motivated workforce.
- Employee Net Promoter Score (eNPS)
- Participation rate in engagement activities
- Employee retention of high performers
- Employee feedback on engagement initiatives
Real-Time Example of KRA & KPI
Example: Talent Acquisition
KRA: Successfully sourcing and hiring qualified candidates to meet business needs.
- KPI 1: Time to fill open positions decreased by 20% after optimizing recruitment processes.
- KPI 2: Offer acceptance rate increased to 90% due to improved candidate experience.
- KPI 3: Quality of hire improved with a 15% increase in employee performance ratings post-hiring.
- KPI 4: Number of qualified candidates per open position increased by 30% through targeted sourcing strategies.
These KPIs led to enhanced recruitment efficiency and better organizational talent.
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 What Is Job Description.
Content is structured with clear, concise, and measurable KPIs for professional readability.
