Hi Friends, Plz help me with KRA of HR executive. its really urgent. Regards, Durga
From India, Delhi
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23From India, Delhi
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Hi Durga,
It depends on the job role you are looking for. For example, if your core function is recruitment, design your KRA like you will close the position within a specified number of days. Look into your job function and decide your KRA based on your department's objectives.
Nalini
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It depends on the job role you are looking for. For example, if your core function is recruitment, design your KRA like you will close the position within a specified number of days. Look into your job function and decide your KRA based on your department's objectives.
Nalini
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Dear Durga,
Here are some Key Result Areas (KRAs) for an HR Executive:
1) Recruitment
- Overall conversion of Recruitment Mandate month-wise
- Achieving assigned mandates within the defined Turnaround Time (TAT) of 15 days
- Cost Management and Source Management
- Low-cost sourcing: External Referrals, internal job sites, external job sites, employee referrals
- High-cost sourcing: Print/Online Advertisements and Manpower Consultants
- New source generation
- Reference Check
- In the absence of an Executive HR, issuing Offer Letters, managing Joining Formalities, and issuing Appointment Letters
- Interview Management
- Talent Pipeline
2) Training
- Company and HR Induction
- Setting processes and implementation
- Induction & Training Co-ordination
- Assisting the team in setting training and development programs for existing team members
3) Employee Engagement
- Assisting the Head of Department in implementing timely processes for Employee Engagement
4) MIS
- Timely Submission of MIS Reports
- Recruitment Report: Weekly
- Induction Report
- In the absence of an Assistant Manager HR, assist the Head of Department in payroll processing, Leave & Attendance support
Please review and let me know if you need any further information or clarification.
Best regards,
[Your Name]
From India, Mumbai
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Here are some Key Result Areas (KRAs) for an HR Executive:
1) Recruitment
- Overall conversion of Recruitment Mandate month-wise
- Achieving assigned mandates within the defined Turnaround Time (TAT) of 15 days
- Cost Management and Source Management
- Low-cost sourcing: External Referrals, internal job sites, external job sites, employee referrals
- High-cost sourcing: Print/Online Advertisements and Manpower Consultants
- New source generation
- Reference Check
- In the absence of an Executive HR, issuing Offer Letters, managing Joining Formalities, and issuing Appointment Letters
- Interview Management
- Talent Pipeline
2) Training
- Company and HR Induction
- Setting processes and implementation
- Induction & Training Co-ordination
- Assisting the team in setting training and development programs for existing team members
3) Employee Engagement
- Assisting the Head of Department in implementing timely processes for Employee Engagement
4) MIS
- Timely Submission of MIS Reports
- Recruitment Report: Weekly
- Induction Report
- In the absence of an Assistant Manager HR, assist the Head of Department in payroll processing, Leave & Attendance support
Please review and let me know if you need any further information or clarification.
Best regards,
[Your Name]
From India, Mumbai
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Hi,
Is there any difference in KRAs and KPIs when you are listing them in your CV or during an interview? Could you please help me with this? Should one list their KRAs or KPIs in their CV?
Thank you.
From India, Chandigarh
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Is there any difference in KRAs and KPIs when you are listing them in your CV or during an interview? Could you please help me with this? Should one list their KRAs or KPIs in their CV?
Thank you.
From India, Chandigarh
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Hi ishita,
As per to your question about KRA and KPI, In CV you should mention KRA instead of KPI (Key performance indicator).
I have put down some senior member's posting just go through it
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions
Description of KRAs
Key result areas (KRAs) capture about 80% of the department's work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
================================================== ================
CORE KRAs of HR DEPARTMENT
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/
-DIVERSITY MANAGEMENT
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT
-INDUSTRIAL RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
============================================-=======
KRAs [ KEY RESULT AREAS are managed by
-KPAs [ KEY PERFORMANCE AREAS]
-KPIs [KEY PERFORMANCE INDICATORS]
===================================
KEY PERFORMANCE AREAS
These are the areas within the HR DEPARTMENT, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA/ KPAs, a set of KPI are set .
KRA and hence KPI is attributed to the department which
can have effect on the business results and is
self measured where applicable.
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS
KRAs/KPAs/ KPIs ARE GUIDED BY THE
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
FOR THE BUDGET PERIOD, WHICH IS USUALLY 12 MONTHS.
================================================== ======
HERE IS AN EXAMPLE, WHICH YOU CAN USE TO DEVELOP
OTHERS FOR YOUR ORGANIZATION.
CORPORATE OBJECTIVE / STRATEGY
-improve the company competitive positioning and productivity
by 10%.
HR DEPARTMENT'S OBJECTIVE
-Achieve high productivity level in all activities [ say by 10%]
-------------------------------------------------------
KRA 1
-RECRUITMENT/ SELECTION
KPA --RECRUITMENT
KPI ----reduce average time taken to fill vacancies by 15%
KPI ----reduce average cost per recruit by 10%
-------------------------------------------
KRA 2
-WORKPLACE MANAGEMENT
KPA -labour turnover
KPI ---reduce the labor turnover by 20%
KPI ----benchmark total HR COSTS externally.
------------------------------------------------
KRA 3
-SAFETY AND HEALTH WORKPLACE
KPA ---workplace accidents
KPI ----reduce workplace accidents by 10%
---------------------------------------------
KRA 4
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
KPA ----TRAINING
KPI --- ALL WORKFORCE below middle management should
receive a minimum of 4 days of training.
=========================================
THIS IS , ROUGHLY, HOW HR DEPARTMENTS
KRAs / KPAs / KPIs ARE SET , MONITORED AND
EVALUATED.
THIS CAN BE APPLIED TO ALL OTHER FUNCTIONAL
DEPARTMENTS LIKE MARKETING / SALES / PRODUCTION ETC
From India, Mumbai
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As per to your question about KRA and KPI, In CV you should mention KRA instead of KPI (Key performance indicator).
I have put down some senior member's posting just go through it
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions
Description of KRAs
Key result areas (KRAs) capture about 80% of the department's work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
================================================== ================
CORE KRAs of HR DEPARTMENT
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/
-DIVERSITY MANAGEMENT
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT
-INDUSTRIAL RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
============================================-=======
KRAs [ KEY RESULT AREAS are managed by
-KPAs [ KEY PERFORMANCE AREAS]
-KPIs [KEY PERFORMANCE INDICATORS]
===================================
KEY PERFORMANCE AREAS
These are the areas within the HR DEPARTMENT, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA/ KPAs, a set of KPI are set .
KRA and hence KPI is attributed to the department which
can have effect on the business results and is
self measured where applicable.
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS
KRAs/KPAs/ KPIs ARE GUIDED BY THE
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
FOR THE BUDGET PERIOD, WHICH IS USUALLY 12 MONTHS.
================================================== ======
HERE IS AN EXAMPLE, WHICH YOU CAN USE TO DEVELOP
OTHERS FOR YOUR ORGANIZATION.
CORPORATE OBJECTIVE / STRATEGY
-improve the company competitive positioning and productivity
by 10%.
HR DEPARTMENT'S OBJECTIVE
-Achieve high productivity level in all activities [ say by 10%]
-------------------------------------------------------
KRA 1
-RECRUITMENT/ SELECTION
KPA --RECRUITMENT
KPI ----reduce average time taken to fill vacancies by 15%
KPI ----reduce average cost per recruit by 10%
-------------------------------------------
KRA 2
-WORKPLACE MANAGEMENT
KPA -labour turnover
KPI ---reduce the labor turnover by 20%
KPI ----benchmark total HR COSTS externally.
------------------------------------------------
KRA 3
-SAFETY AND HEALTH WORKPLACE
KPA ---workplace accidents
KPI ----reduce workplace accidents by 10%
---------------------------------------------
KRA 4
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
KPA ----TRAINING
KPI --- ALL WORKFORCE below middle management should
receive a minimum of 4 days of training.
=========================================
THIS IS , ROUGHLY, HOW HR DEPARTMENTS
KRAs / KPAs / KPIs ARE SET , MONITORED AND
EVALUATED.
THIS CAN BE APPLIED TO ALL OTHER FUNCTIONAL
DEPARTMENTS LIKE MARKETING / SALES / PRODUCTION ETC
From India, Mumbai
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Dear people , I am new to citehr .Can anybody let me know how to use this and also how to start a discussion ?. Regards, Anuja
From India, Pune
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From India, Pune
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KRA 1: Recruitment, Workforce Planning, and Diversity
KRA 2: Performance Management and Reward
KRA 3: Workplace Management and Relations
KRA 4: A Safe and Healthy Workplace
KRA 5: An Inclusive and Equitable Workplace
KRA 6: Building Capabilities and Organisational Learning
KRA 7: Effective HR Management Systems, Support, and Monitoring
From India, New Delhi
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KRA 2: Performance Management and Reward
KRA 3: Workplace Management and Relations
KRA 4: A Safe and Healthy Workplace
KRA 5: An Inclusive and Equitable Workplace
KRA 6: Building Capabilities and Organisational Learning
KRA 7: Effective HR Management Systems, Support, and Monitoring
From India, New Delhi
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HR KRAs - 2007 (Final1).xls
A NEW HR EXECUTIVE HAND BOOK.pdf