2
OBJECTIVE: call me @ 08801860005
To handle and support the manpower properly such that the contribution of manpower facilitates to profit maximization of the organization and vision of MTAR through the support and co ordination of top level and middle level management and all the work groups.
ROLES AND RESPONSIBILITIES
Arranging & conducting Interviews/Initial screening the candidates/ coordinatiing in recruitment processes /training programs.
Prepare and submit all relevant HR letters/ documents/ certificates as per the requirement of employees in consultation with the management
Procuring all the leave applications/ on duty forms / shift change forms and forwarding to HO for salary process and records.
Resolve grievances or queries that any of the employees have. Escalate to the right level depending on the nature of the grievance or issue.
Engage with employees on a regular basis to understand the motivation levels of people in the organization.
Conduct exit interviews for employees and record them accordingly.
Conduct employee orientation and facilitate new comers joining formalities Maintain and regularly update ( personal database, organogram) of each employee .
Monitoring the movements of employees by authorizing gate pass system.
Ensuring that required no. of contract labour deployed in the plant as per the man power planned.
Ensuring the workmen will wear uniform, id cards and maintain safety regulation.
Monitoring housekeeping staff, canteen facilities, toilets and washing facilities, general admin functions.
Cross Checking the security and workmen activities in variably (in the times of late evenings and holidays).
Maintaining good relationship with superiors, peers and all sub ordinates and union employees to tackle the various issues.
From India, Hyderabad
To handle and support the manpower properly such that the contribution of manpower facilitates to profit maximization of the organization and vision of MTAR through the support and co ordination of top level and middle level management and all the work groups.
ROLES AND RESPONSIBILITIES
Arranging & conducting Interviews/Initial screening the candidates/ coordinatiing in recruitment processes /training programs.
Prepare and submit all relevant HR letters/ documents/ certificates as per the requirement of employees in consultation with the management
Procuring all the leave applications/ on duty forms / shift change forms and forwarding to HO for salary process and records.
Resolve grievances or queries that any of the employees have. Escalate to the right level depending on the nature of the grievance or issue.
Engage with employees on a regular basis to understand the motivation levels of people in the organization.
Conduct exit interviews for employees and record them accordingly.
Conduct employee orientation and facilitate new comers joining formalities Maintain and regularly update ( personal database, organogram) of each employee .
Monitoring the movements of employees by authorizing gate pass system.
Ensuring that required no. of contract labour deployed in the plant as per the man power planned.
Ensuring the workmen will wear uniform, id cards and maintain safety regulation.
Monitoring housekeeping staff, canteen facilities, toilets and washing facilities, general admin functions.
Cross Checking the security and workmen activities in variably (in the times of late evenings and holidays).
Maintaining good relationship with superiors, peers and all sub ordinates and union employees to tackle the various issues.
From India, Hyderabad
Hi,
Key Result Areas or KRAs refer to general areas of outputs or outcomes for which the departments role is responsible.
In simple Terms KRA can be defined as Primary responsibilities of an Individual, the core area which each person is accountable and This capture about 80% of the departments work role. The remainders are usually devoted to areas of shared responsibility.
Importance of KRAs.
Set goals and objectives
Prioritize their activities, and therefore improve their time/work management
Make value-added decisions
Clarify roles of department or individual
Focus on results rather than activities
Align their roles to the organizations business or strategic plan
Communicate their roles purposes to others
KRA for HR Department
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.
11. Safety and Health Workplace
HR KPI (Key Result Indicators)
1. Recruitment KPI
They includes KPIs about recruitment process.
Recruitment key performance indicators (KPIs) is a part of Human resources KPI include KPI as follows:
1. Recruitment costing KPI
Recruitment costing per position.
Recruitment costing per position per channel
Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include advertising, referral and agency
2. Recruitment time KPI
Average time to recruit. Calculating from date of recruitment require to date of employee hired.
Average time to recruit per position.
3. Recruitment source KPI
Number of CVs / per channel
Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
Average number of interviews from submitted resumes. Track the number of converted submitted resumes to interviews.
Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
% recruitment achievement meet hiring plan
% new hires achieving 6 months service
% new hires achieving 12 months service
% new hires achieving satisfactory appraisal at first assessment
Training kpi
Training KPIs include key performance indicators as follows:
1. Training costing
Company training expenditure (% of salaries and wages)
2. Training hours
Average number of training hours per employee
3. Training certificates
Number of employees completing sponsored MBA programs
4. Training courses
Number of courses offered
Number of courses implemented.
5. Training satisfaction
Employee satisfaction with training.
6. Training budget
% of HR budget spent on training
Average training costs per employee
7. Training results
% of employees gone through training
Average time to competence. That is average time it takes until expected competence level is reached.
% & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
e-learning courses utilized
% of e-learning pass rate
Health and safety KPIs include key performance indicators as follows:
1. Health and safety non-conformance KPI
Number of non-conformance per year / quarter..
Number of accidents per year.
Number of reportable accidents year.
Number of reportable non-fatal accidents per year.
Number of solved safety non-conformance for the month.
Percentage of corrective actions closed out within specified time-frame.
Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
Percentage of staff with adequate occupational health and safety training.
Total of hours in safety and health training in the month.
3. Health and safety representatives KPI
Percentage of attendance at occupational health and safety committee meetings.
Percentage of health and safety representatives positions filled.
Percentage of issues raised by H&S Reps acted.
Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
Cost of solved safety non-conformance for the month.
Health and safety prevention costs within the month.
5.Health and safety results KPI
Lost time (in hours) due to non-fatal accidents per year.
Lost time (in hours) due to accidents (including fatalities) per year.
Performance KPIs include key performance indicators as follows:
Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : sample KPI at the end of this post.
Performance KPI
1. % of appraisals completed on time
2. % of employees above competence
3. % of employees below competence
4. % of low performing employees
5. % of high performing employees
6. % of employee with their performance decreased compared to last month
7. % of employee with their performance increased compared to last month
HR efficiency KPIs include key performance indicators as follows:
1. Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents (FTEs)
Compensation KPIs include key performance indicators as follows:
1. Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of medical insurance.
5. Cost rate of benefits.
6. Average income per employee by month
When you consider how average income of the company, help you consider how average income of the company you have or have not matched the average income of the sector or to other competitors.
7. Average income per employee by hour.
8. Average income per employee by position.
- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.
- The average income does not reflect accurately the income of the titles in your company
Employee relations KPIs include key performance indicators as follows:
1. Internal communications KPI
Number of emails issued
Number of bulletins issued
Number of staff briefing sessions conducted
2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
Number of active flexible work agreements
Number of active working from home agreements
Number of active job sharing agreements
4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
Number of active teams
Number of team meetings
7. % of employees covered by collective bargaining agreements KPI
Employee satisfaction KPIs include key performance indicators as follows:
1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
Attitude about compensation and benefits.
Attitude about coworkers.
Attitude about supervisors / managers.
Attitude about promotions, training.
Attitude about work tasks.
4. % Average satisfaction by new employee.
HR budget KPIs include key performance indicators as follows:
1. Average cost of recruitment per year.
2. Average cost of recruitment per staff.
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover.
7. Health safety cost per year.
Job leaving KPIs (key performance indicators) include KPI as follows:
1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
Satisfaction ratio with wages/salary/benefits
Satisfaction ratio with conditions/physical work environment
Satisfaction ratio with job
Satisfaction ratio with personal relations
Satisfaction ratio with participation and recognition
Satisfaction ratio with opportunities for development
Number of employees who would seek re-employment with company
Hope the above will help you to understand the KRA and KPI of the HR Department.
With Best Regards,
Priyadarshini
Encouragement costs you nothing to give, but it is priceless to receive"
From India, Bangalore
Key Result Areas or KRAs refer to general areas of outputs or outcomes for which the departments role is responsible.
In simple Terms KRA can be defined as Primary responsibilities of an Individual, the core area which each person is accountable and This capture about 80% of the departments work role. The remainders are usually devoted to areas of shared responsibility.
Importance of KRAs.
Set goals and objectives
Prioritize their activities, and therefore improve their time/work management
Make value-added decisions
Clarify roles of department or individual
Focus on results rather than activities
Align their roles to the organizations business or strategic plan
Communicate their roles purposes to others
KRA for HR Department
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.
11. Safety and Health Workplace
HR KPI (Key Result Indicators)
1. Recruitment KPI
They includes KPIs about recruitment process.
Recruitment key performance indicators (KPIs) is a part of Human resources KPI include KPI as follows:
1. Recruitment costing KPI
Recruitment costing per position.
Recruitment costing per position per channel
Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include advertising, referral and agency
2. Recruitment time KPI
Average time to recruit. Calculating from date of recruitment require to date of employee hired.
Average time to recruit per position.
3. Recruitment source KPI
Number of CVs / per channel
Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
Average number of interviews from submitted resumes. Track the number of converted submitted resumes to interviews.
Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
% recruitment achievement meet hiring plan
% new hires achieving 6 months service
% new hires achieving 12 months service
% new hires achieving satisfactory appraisal at first assessment
Training kpi
Training KPIs include key performance indicators as follows:
1. Training costing
Company training expenditure (% of salaries and wages)
2. Training hours
Average number of training hours per employee
3. Training certificates
Number of employees completing sponsored MBA programs
4. Training courses
Number of courses offered
Number of courses implemented.
5. Training satisfaction
Employee satisfaction with training.
6. Training budget
% of HR budget spent on training
Average training costs per employee
7. Training results
% of employees gone through training
Average time to competence. That is average time it takes until expected competence level is reached.
% & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
e-learning courses utilized
% of e-learning pass rate
Health and safety KPIs include key performance indicators as follows:
1. Health and safety non-conformance KPI
Number of non-conformance per year / quarter..
Number of accidents per year.
Number of reportable accidents year.
Number of reportable non-fatal accidents per year.
Number of solved safety non-conformance for the month.
Percentage of corrective actions closed out within specified time-frame.
Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
Percentage of staff with adequate occupational health and safety training.
Total of hours in safety and health training in the month.
3. Health and safety representatives KPI
Percentage of attendance at occupational health and safety committee meetings.
Percentage of health and safety representatives positions filled.
Percentage of issues raised by H&S Reps acted.
Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
Cost of solved safety non-conformance for the month.
Health and safety prevention costs within the month.
5.Health and safety results KPI
Lost time (in hours) due to non-fatal accidents per year.
Lost time (in hours) due to accidents (including fatalities) per year.
Performance KPIs include key performance indicators as follows:
Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : sample KPI at the end of this post.
Performance KPI
1. % of appraisals completed on time
2. % of employees above competence
3. % of employees below competence
4. % of low performing employees
5. % of high performing employees
6. % of employee with their performance decreased compared to last month
7. % of employee with their performance increased compared to last month
HR efficiency KPIs include key performance indicators as follows:
1. Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents (FTEs)
Compensation KPIs include key performance indicators as follows:
1. Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of medical insurance.
5. Cost rate of benefits.
6. Average income per employee by month
When you consider how average income of the company, help you consider how average income of the company you have or have not matched the average income of the sector or to other competitors.
7. Average income per employee by hour.
8. Average income per employee by position.
- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.
- The average income does not reflect accurately the income of the titles in your company
Employee relations KPIs include key performance indicators as follows:
1. Internal communications KPI
Number of emails issued
Number of bulletins issued
Number of staff briefing sessions conducted
2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
Number of active flexible work agreements
Number of active working from home agreements
Number of active job sharing agreements
4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
Number of active teams
Number of team meetings
7. % of employees covered by collective bargaining agreements KPI
Employee satisfaction KPIs include key performance indicators as follows:
1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
Attitude about compensation and benefits.
Attitude about coworkers.
Attitude about supervisors / managers.
Attitude about promotions, training.
Attitude about work tasks.
4. % Average satisfaction by new employee.
HR budget KPIs include key performance indicators as follows:
1. Average cost of recruitment per year.
2. Average cost of recruitment per staff.
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover.
7. Health safety cost per year.
Job leaving KPIs (key performance indicators) include KPI as follows:
1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
Satisfaction ratio with wages/salary/benefits
Satisfaction ratio with conditions/physical work environment
Satisfaction ratio with job
Satisfaction ratio with personal relations
Satisfaction ratio with participation and recognition
Satisfaction ratio with opportunities for development
Number of employees who would seek re-employment with company
Hope the above will help you to understand the KRA and KPI of the HR Department.
With Best Regards,
Priyadarshini
Encouragement costs you nothing to give, but it is priceless to receive"
From India, Bangalore
Many corporate MNCs having hierarchy level for all designations and isolate their jobs. My query is about, what are the roles and responsibilities for HR-Executive, Sr.HR Executive, HR-Manager, Sr.HR-Manager, VP-HR, etc
Please could you differentiate their profiles and how they split the day-day assignments?
Ill expect all members on citehr forum should give an appropriate feedback.
Thanks in advance.
From India, Delhi
Please could you differentiate their profiles and how they split the day-day assignments?
Ill expect all members on citehr forum should give an appropriate feedback.
Thanks in advance.
From India, Delhi
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