Dear All, Can anyone give me the KRA objectives and measures for HR Executive and manager role Thanks
From India, Mumbai
2From India, Mumbai
Hi
The KRAs and Objectives for the HR function would most certainly depend on the Manpower Plan, Employee Engagement Initiatives and Performance and Productivity Enhancement interventions of the organisation.
Hence,
1. Staffing - Recruitment, Induction, Retention, Transitions, Exit
2. Performance Management System
3. Employee Engagement - Satisfaction levels, Work environment, work life balance
4. Compensation & Benefits - Salary, Pay roll, Market corrections, mid term reviews
5. HR Process and Policy Framework - Manual, Amendments, New Introductions
And much more - Work Environment, Internal Communication, T&D, R&R, Competency Frameworks, Knowledge Management and above ALL - CULTURE BUILDING and VALUES of the organisation.
All need to be looked into with reference to priority in the organisation
Cheers
K
From India, Madras
The KRAs and Objectives for the HR function would most certainly depend on the Manpower Plan, Employee Engagement Initiatives and Performance and Productivity Enhancement interventions of the organisation.
Hence,
1. Staffing - Recruitment, Induction, Retention, Transitions, Exit
2. Performance Management System
3. Employee Engagement - Satisfaction levels, Work environment, work life balance
4. Compensation & Benefits - Salary, Pay roll, Market corrections, mid term reviews
5. HR Process and Policy Framework - Manual, Amendments, New Introductions
And much more - Work Environment, Internal Communication, T&D, R&R, Competency Frameworks, Knowledge Management and above ALL - CULTURE BUILDING and VALUES of the organisation.
All need to be looked into with reference to priority in the organisation
Cheers
K
From India, Madras
Hi,
The excellent way to set the KRA would be the balanced score card approach... here you get a 360 degree perspective and you can also draw the IDPs from it....I have recently drafted the KRAs for everyone in my team including my boss.
Cheers
Ridip
The excellent way to set the KRA would be the balanced score card approach... here you get a 360 degree perspective and you can also draw the IDPs from it....I have recently drafted the KRAs for everyone in my team including my boss.
Cheers
Ridip
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