Dear All ,
I have made a simple KRA and KPI for HR Executive working in Dubai .Please provide you input or suggestions , This may help me add on values in my prospective work.
KRA - KPI
(KRA)New employment Visa coordination (KPI)Collect supporting documents for visa process.
End to End Visa renewal follow up with the existing employees notify the concerned employee in advance about the renewal process to remain proactive on the renewal/non renewal status .
Recruitment based on Business Units requirement- conduct interviews & salary negotiation.
Annual & emergency leave application processing Checking the annual leave eligibility & air ticket coordination .
Handled exit formalities during Annual/Emergency leave / Resignation Process -collection of company assets, coordination with accounts department and head office on work & company assets handover by the employee, visa cancellation, ensure to release the employee within stipulated time .
Attendance management of the Unit employees - monitor attendance on regular basis, verify and submit the monthly attendance report to payroll for salary process.
Coordination for the issuance of new insurance card/renewal of the cards & bank acc opening Ensure to get the insurance card and bank acc opening as soon as the employee join- reglar coordination with the Insurance and banking department.
New employee files creation - filing of all supporting docs of the employee on the respective files according to the labour law compliance.
Recommend, implement and update guidelines and policies in order to ensure relevant HR services and consistent standards of employment.
Employee database management - Make additions/deletions in the ERP as and when changes occur.
Monthly meeting with the director and the managers Discussion regarding maintaining the employee relations and solving the new issues or queries raised by the employees.
Headcount management & manpower planning for the division Collect department wise monthly revenue turnover data from accounts dpt and benchmark against the available and required headcount .
Handled employee grievance related end to end employee issues, misconduct and other disciplinary concerns Conduct investigation , collect proof and prepare the primilinary report and submit to the senior HR managers
From India, Bangalore
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2I have made a simple KRA and KPI for HR Executive working in Dubai .Please provide you input or suggestions , This may help me add on values in my prospective work.
KRA - KPI
(KRA)New employment Visa coordination (KPI)Collect supporting documents for visa process.
End to End Visa renewal follow up with the existing employees notify the concerned employee in advance about the renewal process to remain proactive on the renewal/non renewal status .
Recruitment based on Business Units requirement- conduct interviews & salary negotiation.
Annual & emergency leave application processing Checking the annual leave eligibility & air ticket coordination .
Handled exit formalities during Annual/Emergency leave / Resignation Process -collection of company assets, coordination with accounts department and head office on work & company assets handover by the employee, visa cancellation, ensure to release the employee within stipulated time .
Attendance management of the Unit employees - monitor attendance on regular basis, verify and submit the monthly attendance report to payroll for salary process.
Coordination for the issuance of new insurance card/renewal of the cards & bank acc opening Ensure to get the insurance card and bank acc opening as soon as the employee join- reglar coordination with the Insurance and banking department.
New employee files creation - filing of all supporting docs of the employee on the respective files according to the labour law compliance.
Recommend, implement and update guidelines and policies in order to ensure relevant HR services and consistent standards of employment.
Employee database management - Make additions/deletions in the ERP as and when changes occur.
Monthly meeting with the director and the managers Discussion regarding maintaining the employee relations and solving the new issues or queries raised by the employees.
Headcount management & manpower planning for the division Collect department wise monthly revenue turnover data from accounts dpt and benchmark against the available and required headcount .
Handled employee grievance related end to end employee issues, misconduct and other disciplinary concerns Conduct investigation , collect proof and prepare the primilinary report and submit to the senior HR managers
From India, Bangalore
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Dear Sharon,
What you have provided is a Job Description (JD), which is different from KRAs. Earlier, I clarified the difference between the two. You can click the following link to learn more:
https://www.citehr.com/286426-kra-sh...ml#post1294358
When designing KRAs, please remember the following formula:
Job Description + SMART Principle = KRAs
Click on the hyperlink to learn about the SMART Principle
If you want to refer to sample KRAs for an Event Manager, please see my following reply:
https://www.citehr.com/511712-kpi-kr...ml#post2190644
In one of my posts, I have uploaded a Sample KPI and KRA Manual. You can download it from the following link:
https://www.citehr.com/520630-samle-...-download.html
Final Comments: Designing KPIs and KRAs is not easy. To do this effectively, you need to work with experts and gaining expertise takes years. I have witnessed professionals spending decades in the industry but struggling to develop KRAs for their department. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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What you have provided is a Job Description (JD), which is different from KRAs. Earlier, I clarified the difference between the two. You can click the following link to learn more:
https://www.citehr.com/286426-kra-sh...ml#post1294358
When designing KRAs, please remember the following formula:
Job Description + SMART Principle = KRAs
Click on the hyperlink to learn about the SMART Principle
If you want to refer to sample KRAs for an Event Manager, please see my following reply:
https://www.citehr.com/511712-kpi-kr...ml#post2190644
In one of my posts, I have uploaded a Sample KPI and KRA Manual. You can download it from the following link:
https://www.citehr.com/520630-samle-...-download.html
Final Comments: Designing KPIs and KRAs is not easy. To do this effectively, you need to work with experts and gaining expertise takes years. I have witnessed professionals spending decades in the industry but struggling to develop KRAs for their department. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear VJ Kishen,
To design the KRAs for the designations that you have mentioned, one needs to study the systems and processes of that department. We need to know about the entire business in general and how their departments work in particular. In addition, one needs to understand the Job Descriptions of their positions as well.
Please note that KRAs are derived from KPIs, and there cannot be KPIs for specific designations. To clarify the concepts of PMS, I recommend you read my post No. 2.
Thanks,
Dinesh Divekar
From India, Bangalore
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To design the KRAs for the designations that you have mentioned, one needs to study the systems and processes of that department. We need to know about the entire business in general and how their departments work in particular. In addition, one needs to understand the Job Descriptions of their positions as well.
Please note that KRAs are derived from KPIs, and there cannot be KPIs for specific designations. To clarify the concepts of PMS, I recommend you read my post No. 2.
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-The user reply contains incorrect information. KPIs can indeed be established for specific designations. It's essential to align KPIs with KRAs for effective performance management.
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Hi HR’s, Here I have shared KRA for HR, please go through with the sheet, & incase need any assistance, Kindly contact : hr.devendratiwari@gmail.com
From India, Meerut
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From India, Meerut
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(Fact Check Failed/Partial)-The user's reply does not align with the original post's request for feedback on Key Result Areas (KRAs) and Key Performance Indicators (KPIs) for an HR Executive in Dubai. There is no mention of needing assistance via email in the original post.
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(Fact Checked)-[response] The user's reply provides accurate information on the difference between Job Description (JD) and KRAs, emphasizing the importance of following the SMART principle while designing KRAs. The resources shared are beneficial for understanding and developing KRAs effectively. (1 Acknowledge point)