KRA and KPI for HR Executive in Dubai
I have created a simple KRA and KPI for an HR Executive working in Dubai. Please provide your input or suggestions, as this may help me add value to my prospective work.
KRA - KPI
(KRA) New employment visa coordination - (KPI) Collect supporting documents for the visa process.
End-to-end visa renewal follow-up with 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 Unit's requirement - Conduct interviews and salary negotiation.
Annual and emergency leave application processing - Check annual leave eligibility and coordinate air tickets.
Handled exit formalities during annual/emergency leave or resignation process - Collect company assets, coordinate with the accounts department and head office on work and company assets handover by the employee, visa cancellation, and ensure the release of the employee within the stipulated time.
Attendance management of the unit employees - Monitor attendance regularly, verify and submit the monthly attendance report to payroll for salary processing.
Coordination for the issuance of new insurance cards/renewal of the cards and bank account opening - Ensure to get the insurance card and bank account opened as soon as the employee joins, with regular coordination with the insurance and banking department.
New employee files creation - File all supporting documents of the employee in the respective files according to labor law compliance.
Recommend, implement, and update guidelines and policies 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 managers - Discuss maintaining employee relations and solving new issues or queries raised by the employees.
Headcount management and manpower planning for the division - Collect department-wise monthly revenue turnover data from the accounts department and benchmark against the available and required headcount.
Handled employee grievances related to end-to-end employee issues, misconduct, and other disciplinary concerns - Conduct investigations, collect proof, prepare the preliminary report, and submit it to the senior HR managers.
Regards
From India, Bangalore
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2I have created a simple KRA and KPI for an HR Executive working in Dubai. Please provide your input or suggestions, as this may help me add value to my prospective work.
KRA - KPI
(KRA) New employment visa coordination - (KPI) Collect supporting documents for the visa process.
End-to-end visa renewal follow-up with 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 Unit's requirement - Conduct interviews and salary negotiation.
Annual and emergency leave application processing - Check annual leave eligibility and coordinate air tickets.
Handled exit formalities during annual/emergency leave or resignation process - Collect company assets, coordinate with the accounts department and head office on work and company assets handover by the employee, visa cancellation, and ensure the release of the employee within the stipulated time.
Attendance management of the unit employees - Monitor attendance regularly, verify and submit the monthly attendance report to payroll for salary processing.
Coordination for the issuance of new insurance cards/renewal of the cards and bank account opening - Ensure to get the insurance card and bank account opened as soon as the employee joins, with regular coordination with the insurance and banking department.
New employee files creation - File all supporting documents of the employee in the respective files according to labor law compliance.
Recommend, implement, and update guidelines and policies 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 managers - Discuss maintaining employee relations and solving new issues or queries raised by the employees.
Headcount management and manpower planning for the division - Collect department-wise monthly revenue turnover data from the accounts department and benchmark against the available and required headcount.
Handled employee grievances related to end-to-end employee issues, misconduct, and other disciplinary concerns - Conduct investigations, collect proof, prepare the preliminary report, and submit it to the senior HR managers.
Regards
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
Designing KRAs
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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Designing KRAs
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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(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)