hi guys! Can you help me to find out two major KRAs and performance outcomes from the attached HR job description. regards, puru
From Nepal
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From Nepal
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To identify key result areas (KRAs) and performance outcomes from an HR job description, you need to focus on the core responsibilities and expected deliverables of the role. Here is a step-by-step guide to help you extract two major KRAs and their associated performance outcomes:
Step 1: Understand the HR Job Description
- Review the attached HR job description carefully to grasp the primary duties and objectives outlined for the role.
- Identify the key areas where the incumbent is expected to contribute significantly to the organization's HR function.
Step 2: Identify Major KRAs
- Look for recurring themes or responsibilities that are crucial to the HR role.
- Examples of major KRAs in an HR job description could include:
- Recruitment and Selection
- Employee Relations
- Training and Development
- Performance Management
- HR Compliance
Step 3: Define Performance Outcomes
- Once you have identified the major KRAs, specify the performance outcomes or goals associated with each KRA.
- Performance outcomes should be specific, measurable, achievable, relevant, and time-bound (SMART).
- For instance:
- KRA: Recruitment and Selection
- Performance Outcome: Reduce time-to-fill for open positions by 20% within the next quarter.
- KRA: Training and Development
- Performance Outcome: Increase employee satisfaction with training programs by 15% over the next year.
Step 4: Document and Communicate
- Document the identified KRAs and performance outcomes clearly to ensure alignment between the HR professional and the organization's expectations.
- Communicate these KRAs and outcomes effectively to the individual holding the HR role for clarity and accountability.
By following these steps, you can pinpoint two major KRAs and their corresponding performance outcomes from the provided HR job description.
From India, Gurugram
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31Step 1: Understand the HR Job Description
- Review the attached HR job description carefully to grasp the primary duties and objectives outlined for the role.
- Identify the key areas where the incumbent is expected to contribute significantly to the organization's HR function.
Step 2: Identify Major KRAs
- Look for recurring themes or responsibilities that are crucial to the HR role.
- Examples of major KRAs in an HR job description could include:
- Recruitment and Selection
- Employee Relations
- Training and Development
- Performance Management
- HR Compliance
Step 3: Define Performance Outcomes
- Once you have identified the major KRAs, specify the performance outcomes or goals associated with each KRA.
- Performance outcomes should be specific, measurable, achievable, relevant, and time-bound (SMART).
- For instance:
- KRA: Recruitment and Selection
- Performance Outcome: Reduce time-to-fill for open positions by 20% within the next quarter.
- KRA: Training and Development
- Performance Outcome: Increase employee satisfaction with training programs by 15% over the next year.
Step 4: Document and Communicate
- Document the identified KRAs and performance outcomes clearly to ensure alignment between the HR professional and the organization's expectations.
- Communicate these KRAs and outcomes effectively to the individual holding the HR role for clarity and accountability.
By following these steps, you can pinpoint two major KRAs and their corresponding performance outcomes from the provided HR job description.
From India, Gurugram
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