Hi All, Am a little confused, request all the members to help me. Just wanted to know what will be KRAs for HR dept.
From India, Ahmadabad
5From India, Ahmadabad
Hi Kanupriya,
As such the KRA's for the HR not measurable in quantity, it is measurable in terms of the quality, for that parameters has to be set. I am attaching an excel file containing the details of the sample of KRA's set.
I think your purpose can be solved by that.
From India, Delhi
As such the KRA's for the HR not measurable in quantity, it is measurable in terms of the quality, for that parameters has to be set. I am attaching an excel file containing the details of the sample of KRA's set.
I think your purpose can be solved by that.
From India, Delhi
Human resources KRAs
1. Recruitment & Selection
• Reduce Average time taken to fill vacancies
• Reduce Average cost per recruitment
• Finalize selection in 5 weeks for each individual position
• Workplace accidents
• Reduce workplace accidents
2. Building capabilities and organizing learning
• Training
• All workforces below middle management should receive a minimum of 4 days training.
• Maximize induction training. Maximize training workshops
• Employees Development
• Training needs analysis & Competencies development.
3. Performance Management
• Performance Appraisal
• Managing Employees through KRAs
• Achieve 100% performance appraisals against total employees.
4. Monitoring employee deployment
5. Compensation and benefits.
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR management systems, support & monitoring
10. Workplace Management
• Reduction in absenteeism per employees
• Increase in employee satisfaction
• Talent retention and turnover ratio.
• Reduce the labor turnover
• Benchmark total HR costs externally.
From India, Mumbai
1. Recruitment & Selection
• Reduce Average time taken to fill vacancies
• Reduce Average cost per recruitment
• Finalize selection in 5 weeks for each individual position
• Workplace accidents
• Reduce workplace accidents
2. Building capabilities and organizing learning
• Training
• All workforces below middle management should receive a minimum of 4 days training.
• Maximize induction training. Maximize training workshops
• Employees Development
• Training needs analysis & Competencies development.
3. Performance Management
• Performance Appraisal
• Managing Employees through KRAs
• Achieve 100% performance appraisals against total employees.
4. Monitoring employee deployment
5. Compensation and benefits.
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR management systems, support & monitoring
10. Workplace Management
• Reduction in absenteeism per employees
• Increase in employee satisfaction
• Talent retention and turnover ratio.
• Reduce the labor turnover
• Benchmark total HR costs externally.
From India, Mumbai
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