Dear Seniors,
Could you be kind enough to share a sample template of KRA for HR Head & HR Manager and how these KRAs are assessed at the time of appraisals? Our company is introducing a new system of Performance Management which is built around KRAs from this year, and I am seeking clarity on it.
Thank you in advance for your help.
Kind Regards, Mau
From India, Delhi
7Could you be kind enough to share a sample template of KRA for HR Head & HR Manager and how these KRAs are assessed at the time of appraisals? Our company is introducing a new system of Performance Management which is built around KRAs from this year, and I am seeking clarity on it.
Thank you in advance for your help.
Kind Regards, Mau
From India, Delhi
Greetings,
Here are a few documents for your reference:
- [HR Manager's KRA](http://citehr.com) *[link updated to site home]* ([Search on Cite](https://www.citehr.com/results.php?q=HR%20Manager%20s%20KRA) | [Search on Google](https://www.google.com/search?q=HR%20Manager%20s%20KRA))
- *[link outdated-removed]* ([Search on Cite](https://www.citehr.com/results.php?q=HR%20Head%20s%20Job%20Description) | [Search on Google](https://www.google.com/search?q=HR%20Head%20s%20Job%20Description))
- [KRA of HR head xls](https://www.citehr.com/124303-kra-corporate-group-hr-manager.html)
These are your points of reference. Please design the one required by your company as suggested below:
- Identify and draw these KRA in alignment with your organization's goals.
- Define the areas for delivery. For example, your organization may not be expanding, hence having no specific hiring targets, but focusing on being the employer of choice. This would entail a completely different set of deliverables, including an emphasis on employee engagement.
- Determine the bandwidth and the maximum for performance. You need to set a standard for delivery that will form the KPI.
Blog your queries and allow us to contribute to this project of yours.
Regards, (Cite Contribution)
From India, Mumbai
Here are a few documents for your reference:
- [HR Manager's KRA](http://citehr.com) *[link updated to site home]* ([Search on Cite](https://www.citehr.com/results.php?q=HR%20Manager%20s%20KRA) | [Search on Google](https://www.google.com/search?q=HR%20Manager%20s%20KRA))
- *[link outdated-removed]* ([Search on Cite](https://www.citehr.com/results.php?q=HR%20Head%20s%20Job%20Description) | [Search on Google](https://www.google.com/search?q=HR%20Head%20s%20Job%20Description))
- [KRA of HR head xls](https://www.citehr.com/124303-kra-corporate-group-hr-manager.html)
These are your points of reference. Please design the one required by your company as suggested below:
- Identify and draw these KRA in alignment with your organization's goals.
- Define the areas for delivery. For example, your organization may not be expanding, hence having no specific hiring targets, but focusing on being the employer of choice. This would entail a completely different set of deliverables, including an emphasis on employee engagement.
- Determine the bandwidth and the maximum for performance. You need to set a standard for delivery that will form the KPI.
Blog your queries and allow us to contribute to this project of yours.
Regards, (Cite Contribution)
From India, Mumbai
Hi,
You can see the same topic on the sidebar of this site. You can find out something similar to your questions.
I have sent some good materials to Tommy. Please read the email and provide feedback.
If you want more information, you can also visit:
<link outdated-removed> (Search On Cite | Search On Google)
From Vietnam, Hanoi
You can see the same topic on the sidebar of this site. You can find out something similar to your questions.
I have sent some good materials to Tommy. Please read the email and provide feedback.
If you want more information, you can also visit:
<link outdated-removed> (Search On Cite | Search On Google)
From Vietnam, Hanoi
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