Hi,
I am a new member to this forum. I am asked to set up KRAs for recruitment, training, career planning, compensation & benefits and personnel administration. Can anyone help me in this?
Thanks
HRpass
From India, Madras
1I am a new member to this forum. I am asked to set up KRAs for recruitment, training, career planning, compensation & benefits and personnel administration. Can anyone help me in this?
Thanks
HRpass
From India, Madras
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
Recruiment 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 Calender
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
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
Recruiment 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 Calender
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
Hi Manish, Excellent information. I have made some changes in the information...just give ur comments. Regards, Sanjay
From India, Mumbai
From India, Mumbai
Hi Sanjay,
Thanks for sharing this information.
The Xls , mentioning the KRA were near perfect. with outlined in details , all one wanted to know about setting up KRAs.
Thanks a lot!!!
Keep Learning,
Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
Thanks for sharing this information.
The Xls , mentioning the KRA were near perfect. with outlined in details , all one wanted to know about setting up KRAs.
Thanks a lot!!!
Keep Learning,
Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
Hi Sanjay,
Thanks for the information.
Your HR activities contains almost everything except Compensation & Benefits & i believe that it is also a part of HR Generalist's Role.
Please see if you can add some information about C & B also.
Thanks
Sapana
From India, Pune
Thanks for the information.
Your HR activities contains almost everything except Compensation & Benefits & i believe that it is also a part of HR Generalist's Role.
Please see if you can add some information about C & B also.
Thanks
Sapana
From India, Pune
Dear Sir,
I recently joined an Manufacturing industry as Welfare Officer where my HR Manager asked me to submit KRA. Hence i request you to send me the same ASAP. I hope u will help me out in this regard.
Thanks and Regards
B.Peros Kumar
From India, Madras
I recently joined an Manufacturing industry as Welfare Officer where my HR Manager asked me to submit KRA. Hence i request you to send me the same ASAP. I hope u will help me out in this regard.
Thanks and Regards
B.Peros Kumar
From India, Madras
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
From India, Hyderabad
can oneone tell what i told you when i faced the interview, and he asked me for why i left my currne organization. i have no slid ression kindly anyons give me the right resiion which i able to tell them in the time of interview.
From India, Calcutta
From India, Calcutta
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR KRAs - 2007 (Final1).xls
Strategic-hr-ma nagement2_422.p df