Hi Sakshi,
In my experience, KRA's for an HR professional should not be determined by the industry that they work in. KRA's should link to the business strategy and how the HR individual can contribute to that strategy, not the nature of the industry.
What are you trying to achieve in terms of strategic objectives? Focus on this.
I have worked in many industries and my KRA's have not been focused on what industry I am working in.
Kind regards,
Peta
Senior HR Advisor
From Australia, Saint Lucia
1In my experience, KRA's for an HR professional should not be determined by the industry that they work in. KRA's should link to the business strategy and how the HR individual can contribute to that strategy, not the nature of the industry.
What are you trying to achieve in terms of strategic objectives? Focus on this.
I have worked in many industries and my KRA's have not been focused on what industry I am working in.
Kind regards,
Peta
Senior HR Advisor
From Australia, Saint Lucia
Thanks for your quick Reply
I was working for a BPO industry and now looking for an industry change , my choices are for an IT segment .Hence forth i am interested to know the challenges and core transactions in an IT industry?
From India, Delhi
I was working for a BPO industry and now looking for an industry change , my choices are for an IT segment .Hence forth i am interested to know the challenges and core transactions in an IT industry?
From India, Delhi
a simple way to understand the KRA is the purpose behind creating that position.
challenges would vary the same way snapshots would vary across companies/ geographies/time lines.
you will need to understand the sector in depth, same would be handy while building position descriptions/ pms/ L&D activities etc.
From India, Delhi
challenges would vary the same way snapshots would vary across companies/ geographies/time lines.
you will need to understand the sector in depth, same would be handy while building position descriptions/ pms/ L&D activities etc.
From India, Delhi
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