Hi All,
I have recently join this group. with the hope that i will get full co-operation from the members of the group. I need your help?
Can any one tell me what can be the yearly KRA's for the entire HR department i.e from VP to Assistant.
Regards,
Prashant[/code][/quote]
From India, Indore
4I have recently join this group. with the hope that i will get full co-operation from the members of the group. I need your help?
Can any one tell me what can be the yearly KRA's for the entire HR department i.e from VP to Assistant.
Regards,
Prashant[/code][/quote]
From India, Indore
Dear Prashant,
I am attaching herewith master KRA's for HR, General Services, Health & Safety, Security, Public Relations and Legal for your reference.
In case of more help please mail me on
.
Regards,
Abhay
I am attaching herewith master KRA's for HR, General Services, Health & Safety, Security, Public Relations and Legal for your reference.
In case of more help please mail me on
Regards,
Abhay
KRA AND KPA
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).
Value
Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions
Description
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
-----------------------------------------------------------
EXAMPLE
HR [ KRAs]
CORE KRAs for VP [HR]
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/ DIVERSITY
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT AND RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS IS
-GUIDED BY THE
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.
THIS WOULD BE REFLECTED IN THE
-KPAs --KEY PERFORMANCE AREAS
-KPIs -- KEY PERFORMANCE INDICATORS
=---------------------------------------------------------
FOR THE VP [ HR ],
KPAs might be
-recruitment / selection
-performance management
-building capabilities and organizational learning
--------------------------------------------------------------
FOR THE VP [ HR ],
KPIs might be
-recruitment / selection
*average time taken per new recruit compared to the previous year.
*average cost per new recruit compared to the previous year.
-performance management
*HR BUDGET / ACTUAL
*TOTAL COMPENSATION & BENEFITS / SALES REVENUE.
-building capabilities and organizational learning
*average training cost per employee compared to the previous year.
*total training cost / sales revenue
-----------------------------------------------------------------
--------------------------------------------------------------
.
PRASHANT,
-please review the job profile
-define the FUNCTIONAL role of the individuals
-then allocate KRAs, in consultation with VP [ HR ]
-then the KPAs
-then the KPI
THE LEVELS ARE IMPORTANT BUT ALSO THE
FUNCTIONAL ROLE AS WELL THE COMPANY
OBJECTIVES/ STRATEGY IN DECIDING
-KRAs / KPAs / KPIs.
=======================================
KEY PERFORMANCE AREAS
These are the areas within the business unit, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA, a set of KPI are set .
KRA and hence KPI is attributed to the person who
can have effect on the business results and is
self measured where applicable.
===============================================
regards
LEO LINGHAM
From India, Mumbai
Key Result Areas
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).
Value
Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions
Description
Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
-----------------------------------------------------------
EXAMPLE
HR [ KRAs]
CORE KRAs for VP [HR]
-RECRUITMENT/ SELECTION
-WORKFORCE PLANNING/ DIVERSITY
-PERFORMANCE MANAGEMENT
-REWARD MANAGEMENT
-WORKPLACE MANAGEMENT AND RELATIONS
-SAFETY AND HEALTH WORKPLACE
-BUILDING CAPABILITIES AND ORGANIZATION LEARNING
-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING
THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS IS
-GUIDED BY THE
*VISION STATEMENT
*MISSION STATEMENT
*CORPORATE OBJECTIVES
*CORPORATE STRATEGY
*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.
AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.
THIS WOULD BE REFLECTED IN THE
-KPAs --KEY PERFORMANCE AREAS
-KPIs -- KEY PERFORMANCE INDICATORS
=---------------------------------------------------------
FOR THE VP [ HR ],
KPAs might be
-recruitment / selection
-performance management
-building capabilities and organizational learning
--------------------------------------------------------------
FOR THE VP [ HR ],
KPIs might be
-recruitment / selection
*average time taken per new recruit compared to the previous year.
*average cost per new recruit compared to the previous year.
-performance management
*HR BUDGET / ACTUAL
*TOTAL COMPENSATION & BENEFITS / SALES REVENUE.
-building capabilities and organizational learning
*average training cost per employee compared to the previous year.
*total training cost / sales revenue
-----------------------------------------------------------------
--------------------------------------------------------------
.
PRASHANT,
-please review the job profile
-define the FUNCTIONAL role of the individuals
-then allocate KRAs, in consultation with VP [ HR ]
-then the KPAs
-then the KPI
THE LEVELS ARE IMPORTANT BUT ALSO THE
FUNCTIONAL ROLE AS WELL THE COMPANY
OBJECTIVES/ STRATEGY IN DECIDING
-KRAs / KPAs / KPIs.
=======================================
KEY PERFORMANCE AREAS
These are the areas within the business unit, where an
individual or group, is logically responsible / accountable
for the results.
To manage each KRA, a set of KPI are set .
KRA and hence KPI is attributed to the person who
can have effect on the business results and is
self measured where applicable.
===============================================
regards
LEO LINGHAM
From India, Mumbai
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