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)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 Unit’s 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 given is Job Description (JD), which is different from KRAs. Earlier, I have clarified the difference between the two. You may click the following link to know the difference:

While designing KRAs, please remember the following formula:

Job Description + SMART Principle = KRAs

Click on the hyperlink to know about the SMART Principle

If you wish to refer the sample KRAs of Event Manager, refer my following reply:

In one of my posts, I have uploaded Sample KPI and KRA Manual. You may refer the following link to download it:

Final Comments: - Designing KPIs and KRAs is not that easy. To do this, you need to work under some expert and to gain expertise, it takes years. I have seen professionals spending decades in the industry but were unable to develop KRAs for their own department. For further queries, feel free to contact me.


Dinesh Divekar

From India, Bangalore
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. Added to this, one needs to what is the Job Description of their positions as well.
Please note that KRAs and derived from KPIs and there cannot be KPIs for the specific designations. To clarify about the concepts of PMS, I recommend you reading my post No 2.
Dinesh Divekar

From India, Bangalore

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