What Is KRA/KPI

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.