Hi, I am a new member of this forum. I am tasked with setting up KRAs for recruitment, training, career planning, compensation & benefits, and personnel administration. Can anyone help me with this?
Thanks,
HRpass
From India, Madras
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1Thanks,
HRpass
From India, Madras
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HR Manager Profile
Recruitment & Selection
- Manpower Planning (Internal Resources / External Resources)
- GAP Analysis / Future Requirements
- Budgeting New Manpower, Cost Estimates
- Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
- Sources of Manpower
- Placement Consultants
- Job sites
- Advertisements
- Campus Recruitment
- Employee Referrals
- Head Hunting
- Networking
- Professional Institutions
- Vendor Relationship Management (Agreements, Contracts, Quotes)
- Manpower Requisition Process (Authorisation, Documentation, Closures)
- Selection Methodology
- Interview Process (Panel, Evaluation Methodology)
- Testing Processes (Test Instruments, Administration, Monitoring etc.)
- Documentation
- Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
- Appointment Letter, Provisional Offer, Comp. Sheet, Contract Letters, Consultant Agreements
- Salary Fitment Benchmarks / Salary Matrix
- Joining Formalities & Documentations
- Documentation Coding & Revision Guidelines
- Recruitment MIS Reports
Induction & Orientation
- Company Overview (History, Business, Market, Products/Services, Geography)
- Divisional Presentations
- Key Personnel Meetings
- Technical / Domain / Process Training Programmes
- Personnel File
Performance Management & Review Mechanism
- Position Description
- Candidate Specification
- Experience Specification (Mandatory/Preferred)
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
- Position Descriptions Mapping across Organization
- Performance Agreement
- Goals / Objectives
- Key Deliverables (Role Definition)
- Developmental Deliverables (for Career / Succession Planning)
- Trainings Required (Objective, Priority, Evaluation Parameters)
- Organization Support Required
- Performance Evaluation
- Goals / Objectives (Previous Year)
- Key Deliverables Assessment (3m,6m,9m,Yrly.)
- Developmental Deliverables (3m,6m,9m,Yrly.)
- Shortfalls in Deliverables Achievements
- Significant Achievements
- Strengths & Weaknesses
- Competency Ratings (Managerial/Behavioral/Functional)
- Trainings Received / Required Analysis
- Performance Scores (Deliverables & Competencies Ratings)
- Final Performance Ratings
- Miscellaneous Discussions
- Recommendations
Rewards & Recognitions
- What is to be Rewarded/Awarded? (Frontline, Support, Operations)
- Overall Performance
- Critical Performance
- Spot Performance
- Personality Growth
- Loyalty Recognition
- Best of the Best (Individual, Team, Group Recognitions)
- Career Planning
- Developmental Deliverables
- Succession Planning
- Developmental Deliverables
Competency Mapping
- Industry/Competitor Analysis
- Organization Mission / Vision, Business Goals, Strategy
- Organization Life Cycle Stage
- Organization Competency Identification (Key Competencies Required)
- Competency Dictionary
- Definitions
- Proficiency Levels Defined
- Existing Organization Competency Assessment
- Existing Proficiency Levels
- Competency Prioritization
- GAP Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Employee Prioritization for Competency Development
- Competency Development Programme
Training & Development
- Training Needs Identification
- Skill-Gap Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Individual Analysis
- Faculty Feedback & Analysis
- Employee / Supervisor Feedback
- Training Calendar
- Prioritized List of Training Programmes
- Training & Development Plans (Technical / Soft Skills / Knowledge)
- Competency Development Programme
- Skill Development Programme
- Performance Improvement Programme
- Developing Knowledge Sharing Practices
- Training Effectiveness Parameters
- Key Improvement Indicators Defined (Performance, Skills, Competence)
- Time Frame for Improvement
- Review Mechanism
Compensation & Benefits Administration
- Salary Structure (Fixed, Variables, Perks)
- Employee Welfare Schemes
- Insurance Covers
- Retiral Benefits
- Tax Consulting
- Legal Compliances (Employment / Labor / Compensation Acts)
- Incentives, Motivational Allowances
Employee Relations
- Employee Benefit Schemes
- Birthdays / Anniversaries
- Festival Events
- Sports Events
- InterGroup Events / Competitions / Games / Quizzes
- Health & Safety Measures
From India, Nagpur
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Recruitment & Selection
- Manpower Planning (Internal Resources / External Resources)
- GAP Analysis / Future Requirements
- Budgeting New Manpower, Cost Estimates
- Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
- Sources of Manpower
- Placement Consultants
- Job sites
- Advertisements
- Campus Recruitment
- Employee Referrals
- Head Hunting
- Networking
- Professional Institutions
- Vendor Relationship Management (Agreements, Contracts, Quotes)
- Manpower Requisition Process (Authorisation, Documentation, Closures)
- Selection Methodology
- Interview Process (Panel, Evaluation Methodology)
- Testing Processes (Test Instruments, Administration, Monitoring etc.)
- Documentation
- Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
- Appointment Letter, Provisional Offer, Comp. Sheet, Contract Letters, Consultant Agreements
- Salary Fitment Benchmarks / Salary Matrix
- Joining Formalities & Documentations
- Documentation Coding & Revision Guidelines
- Recruitment MIS Reports
Induction & Orientation
- Company Overview (History, Business, Market, Products/Services, Geography)
- Divisional Presentations
- Key Personnel Meetings
- Technical / Domain / Process Training Programmes
- Personnel File
Performance Management & Review Mechanism
- Position Description
- Candidate Specification
- Experience Specification (Mandatory/Preferred)
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
- Position Descriptions Mapping across Organization
- Performance Agreement
- Goals / Objectives
- Key Deliverables (Role Definition)
- Developmental Deliverables (for Career / Succession Planning)
- Trainings Required (Objective, Priority, Evaluation Parameters)
- Organization Support Required
- Performance Evaluation
- Goals / Objectives (Previous Year)
- Key Deliverables Assessment (3m,6m,9m,Yrly.)
- Developmental Deliverables (3m,6m,9m,Yrly.)
- Shortfalls in Deliverables Achievements
- Significant Achievements
- Strengths & Weaknesses
- Competency Ratings (Managerial/Behavioral/Functional)
- Trainings Received / Required Analysis
- Performance Scores (Deliverables & Competencies Ratings)
- Final Performance Ratings
- Miscellaneous Discussions
- Recommendations
Rewards & Recognitions
- What is to be Rewarded/Awarded? (Frontline, Support, Operations)
- Overall Performance
- Critical Performance
- Spot Performance
- Personality Growth
- Loyalty Recognition
- Best of the Best (Individual, Team, Group Recognitions)
- Career Planning
- Developmental Deliverables
- Succession Planning
- Developmental Deliverables
Competency Mapping
- Industry/Competitor Analysis
- Organization Mission / Vision, Business Goals, Strategy
- Organization Life Cycle Stage
- Organization Competency Identification (Key Competencies Required)
- Competency Dictionary
- Definitions
- Proficiency Levels Defined
- Existing Organization Competency Assessment
- Existing Proficiency Levels
- Competency Prioritization
- GAP Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Employee Prioritization for Competency Development
- Competency Development Programme
Training & Development
- Training Needs Identification
- Skill-Gap Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Individual Analysis
- Faculty Feedback & Analysis
- Employee / Supervisor Feedback
- Training Calendar
- Prioritized List of Training Programmes
- Training & Development Plans (Technical / Soft Skills / Knowledge)
- Competency Development Programme
- Skill Development Programme
- Performance Improvement Programme
- Developing Knowledge Sharing Practices
- Training Effectiveness Parameters
- Key Improvement Indicators Defined (Performance, Skills, Competence)
- Time Frame for Improvement
- Review Mechanism
Compensation & Benefits Administration
- Salary Structure (Fixed, Variables, Perks)
- Employee Welfare Schemes
- Insurance Covers
- Retiral Benefits
- Tax Consulting
- Legal Compliances (Employment / Labor / Compensation Acts)
- Incentives, Motivational Allowances
Employee Relations
- Employee Benefit Schemes
- Birthdays / Anniversaries
- Festival Events
- Sports Events
- InterGroup Events / Competitions / Games / Quizzes
- Health & Safety Measures
From India, Nagpur
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Hi Manish, Excellent information. I have made some changes in the information...just give ur comments. Regards, Sanjay
From India, Mumbai
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From India, Mumbai
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Hi Sanjay,
Thanks for sharing this information. The Xls mentioning the KRA was near perfect, outlining in detail all one wanted to know about setting up KRAs.
Thanks a lot!!!
Keep Learning, Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
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Thanks for sharing this information. The Xls mentioning the KRA was near perfect, outlining in detail all one wanted to know about setting up KRAs.
Thanks a lot!!!
Keep Learning, Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
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Hi Sanjay,
Thanks for the information. Your HR activities contain almost everything except Compensation & Benefits, and I believe that it is also a part of an HR Generalist's role. Please see if you can add some information about C & B as well.
Thanks, Sapana
From India, Pune
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Thanks for the information. Your HR activities contain almost everything except Compensation & Benefits, and I believe that it is also a part of an HR Generalist's role. Please see if you can add some information about C & B as well.
Thanks, Sapana
From India, Pune
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Dear Sir,
I recently joined a manufacturing industry as a Welfare Officer where my HR Manager asked me to submit KRA. Hence, I request you to send me the same ASAP. I hope you will help me out in this regard.
Thanks and Regards,
B. Peros Kumar
From India, Madras
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I recently joined a manufacturing industry as a Welfare Officer where my HR Manager asked me to submit KRA. Hence, I request you to send me the same ASAP. I hope you will help me out in this regard.
Thanks and Regards,
B. Peros Kumar
From India, Madras
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Hi, I am a new member to this forum. I have been asked to set up KRAs for system administrator and network administrator, training. Can anyone help me in this? Thanks Abhijit
From India, Hyderabad
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From India, Hyderabad
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Can anyone tell me what I should say when I faced the interview and was asked why I left my current organization? I have no solid reason. Kindly, can anyone give me the right reason that I can use when I am asked during an interview?
From India, Calcutta
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From India, Calcutta
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Hi Mr. HR,
Excellent work. I'm working as a Recruitment Executive. I want to change my job to the HR field. Could you please guide me on how to do that? Also, I would like to understand what the term 'generalistics profile' means and what specific job roles we should be looking for.
Thank you.
From India, New Delhi
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Excellent work. I'm working as a Recruitment Executive. I want to change my job to the HR field. Could you please guide me on how to do that? Also, I would like to understand what the term 'generalistics profile' means and what specific job roles we should be looking for.
Thank you.
From India, New Delhi
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Dear Sir,
Good day. It is really a nice post on KRAs in HR. I am working as an HR Project Manager at an IT company. Currently, I am working on designing performance evaluations with statistics. I am in need of information on KRAs for a Software Engineer, Database Administrator, COO, Quality Lead, and Project Manager.
I am looking forward to receiving assistance from the experts in this forum.
Thank you.
Regards,
KPM :)
From India, Madras
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Good day. It is really a nice post on KRAs in HR. I am working as an HR Project Manager at an IT company. Currently, I am working on designing performance evaluations with statistics. I am in need of information on KRAs for a Software Engineer, Database Administrator, COO, Quality Lead, and Project Manager.
I am looking forward to receiving assistance from the experts in this forum.
Thank you.
Regards,
KPM :)
From India, Madras
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KRA and Performance Management Policy.doc