wilfredo_umipig
Hello everyone. I need some help with regards to HR KPI. I am new with this. I'm working here in Dubai as HR and Admin asst. My boss is asking me to study about KPI. I have a little knowledge about this. Please help.
Thank
Wilfredo

From United Arab Emirates, Dubai
sandratse
Hi, this' Sandra from HK. Our company has some KPI - recruitment lead-time, renumeration accuracy and management of perfm mgt. Regards

Pushpendra Soni
2

Dear Wilfredo,
KPI is nothing but the Key Performance Indicators. They are similar to KRA or Key Result Areas. Any executive working in any function like Finance, HR, Sales or Manufacturing has certian key areas to work on in a given time schedule. Like for us as HR Executive, our monthly KPIs are timely disburesement of Appointment letters, Cleance to people who have left the organisation, to woks towards employee satisfaction etc. The result to these KRAs would be my Key Performance Indicators for the month.
Hope this will help You.
Regards,
Pushpendra soni.....

From India, Mumbai
derek_dgomes
5

Dear Wilferodo,
KPI is nothing but the Key Performance area. Every individual in the company should be made accountable for the work he does. KPA can be studied by having a proper job description in place and by discussing with the concerned head regarding it. There is one more thing you need to take into consideration KRA ie the Key Result Area. You can take a book of Dr. T.V. Rao where he has elaborated about both KPA & KRA.
Regards,
Derek

From India, Nagpur
Jhuma Tiwade
80

Hi Wilfredo,
I am working on designing KRA and KPI for my orgn.
Please find below the KRA and KPI for emp relations division.Since you are in dubai i am sure how relevant they would be to your organization but it will surely give some ideas.
Hope you find it useful.
All the best.
Regards
Jhuma

From India, Mumbai
Attached Files (Download Requires Membership)
File Type: doc employee_relations_104.doc (30.5 KB, 1986 views)

wilfredo_umipig
To all who responded:
Thank you so much for your help and suggestions.
I hope that i can also help you guys in other topics. Especially to Jhuma, your contributions is great and i think its very useful.
Wilfredo

From United Arab Emirates, Dubai
leolingham2000
260

AS the first step to build KRAs for HR,

YOU must visit

YOUR COMPANY'S

*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.

-------------------------------------------------------------------------------

Then review your own job description.

-------------------------------------------------------------------------------

UNDERSTAND THAT THE ,

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.

------------------------------------------

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 griptionood of the organisation).

-----------------------------------------------------------

EXAMPLE

HR [ KRAs]

CORE KRAs

-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

----------------------------------------------------------------

KEY PERFORMANCE AREAS [ KPA ]

These are the areas within the ORGANIZATION FUNCTIONS, where an

individual or group, is logically responsible / accountable

for the results.

To manage each KRA, a set of KPA / KPI are set .

KPA and hence KPI is attributed to the person who

can have effect on the business results and is

self measured where applicable

EXAMPLE OF HR

KRA = RECRUITMENT / SELECTION

KPA 1 = RECRUITMENT

KPA 2= SELECTION

KPi for KPA 1= reduce the recruitment cost per head by 10%.

KPi for KPA 2 = finalize selection in 5 weeks for each individual position.

--------------------------------------------------------------

.THE CHOICE OF HR KPI WILL VARY FROM YEAR TO YEAR,

SUBJECT TO COMPANY'S

-STRATEGIC PLANNING

-CORPORATE STRATEGIES

-CORPORATE OBJECTIVES

WHICH IN TURN AFFECTS THE HR'S

-HR STRATEGIC PLANNING

-HRM STRATEGIES

-HRM OBJECTIVES

-------------------------------------------------------

HERE ARE SOME EXAMPLES.

of KPI

FOR EACH ELEMENT, YOU CAN SET YOUR OWN

THRESHHOLD, BASED ON YOUR COMPANY

STRATEGY/ HR STRATEGY.

================================================== =====

1.ABSENTEEISM PER EMPLOYEES [DAYS]

2.AVERAGE RECRUITMENT TIME [DAYS]

3.EMPLOYEE TURNOVER [ % ]

4.EMPLOYEE SATISFACTION [ LEVELS ]

5.AVERAGE EMPLOYEE TENURE [ YEARS]

6.INDUCTION TRAINING [ % OF NEW EMPLOYEES]

7. TRAINING WORKSHOP [ % ] CONDUCTED/PLANNED

8. TRAINING AT EXTERNAL COURSES [ %] ACTUAL / PLANNED

9.PERFORMANCE APPRAISALS [ NOS.] AGAINST TOTAL EMPLOYEES.



1 HR UTILIZATION % TOTAL PAYROLL $ / TOTAL SALES $



2. HR PRODUCTIVITY % TOTAL EMPLOYMENT COST $/TOTAL

PRODUCTION VOLUME IN $ X 100



3. HR BUDGET % ACTUAL $ / BUDGET $ X 100



4'. ACCIDENT COSTS % CURRENT ACTUAL $ / LAST YEAR $ X 100



5'. ACCIDENT SAFETY % CURRENT ACTUAL $ / LAST YEAR $ X 100

RATINGS



6'. EMPLOYEE % EMPLOYEE BENEFITS $ / TOTAL PAYROLL $ X100

BENEFITS



EMPLOYEE BENEFITS $ /TOTAL SALES $ X 100





7'. HR BUDGET % ACTUAL HR EXPENSES $ / TOTAL SALES $ X 100

sales effectiveness



8'. HR EXPENSES $ TOTAL HR EXPENSES $ / TOTAL NO. OF EMPLOYEES

per head



9'. HR EXPENSES % HR EXPENSES $ / TOTAL EXPENSES $ X 100

cost effectivenss



10'. NO.OF COURSES % ACTUAL CONDUCTED / PLANNED X 100

CONDUCTED



11. NO. OF SAFETY % ACTUAL CONDUCTED / PLANNED X 100

training programs



12. TRAINING DAYS % ACTUAL TRAINING DAYS / PLANNED X 100

EFFECTIVENESS



13. EMPLOYEES % ACTUAL TAKING PART / PLANNED X 100

involvement in train



14. SICK DAYS nos. TOTAL SICKDAYS TAKEN/ TOTAL EMPLOYEES

managemeent effectiveness



15. STAFF orientation % NO. OF NEW STAFF LEAVING IN THREE MONTHS/

EFFECTIVENESS TOTAL NO. OF NEW STAFF ORIENTED

X 100





16. TIME TO FILL AN NO.DAYS TOTAL NO OF DAYS / TOTAL NO positions filled

OPEN POSITION





17. TURNOVER BY % TURNOVER / TOTAL RECRUITMENTS X100

RECRUITING source

BY EACH SOURCE





18. TURNOVER BY % TURNOVER / TOTAL EMPLOYEES BY EACH

EACH JOB CATEGORY

CATEGORY X 100





19. WORKERS % ACTUAL $ / PLANNED BUDGET $ X 100

çompensation costs





20. HR STAFFING NO. TOTAL HR STAFF / TOTAL EMPLOYEES

EFFICIENCY



THESE ARE SAMPLES ONLY.

YOU SHOULD BE GUIDED BY YOUR COMPANY

OBJECTIVES //STRATEGIES.

REGARDS

LEO LINGHAM

From India, Mumbai
Tania_m
2

Dear Leo Sir I don’t know how to thank you for such a good post on KRAs. I was planning to make a presentation on KRAs and this material will be so useful for that. Thank you so much Rgds Tania
From India, Gurgaon
SowmyaB
2

hi, I’ve posted a topic related to this. You can check it out in the below link. Hope it will be useful. Regards, Sowmya
From India, Bangalore
Kerayzee
Hi All,
Let's say I've gotten the KPIs for our HR Dept. Could you all assist me to elaborate/draw out the action items needed to achieve them?
My KPIs:
1. Employee Turnover
2. Absenteeism
3. Medical Leave
4. Recruitment
I'm new to this forum and as well as HR field.
Thank you very much. :)
-Kerayzee

From Malaysia, Penang
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