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Dinesh DivekarDear Meenal,
The information that you have given is inadequate. To design the KRAs, one needs to understand the systems and processes of the entire department. Based on the systems and processes, we have to assign the KRAs to the various persons working in the department.
As far as recruitment activity is concerned, it can be said that the position has to be filled, within the specified turnaround time. This is the primary KRA. To bring clarity, you need to prepare the turnaround time chart for filling the various positions.
For the trainer, nothing can be said as such because we do not know what kind of training that person conducts. The most important KRA for this position is ROI on the Training Programmes. But before assigning this KRA, it is important to know whether this KRA can be applied or not.
Designing KRAs for the Admin positions is as such difficult. Most of the admin positions have less measurable activities.
From India, Bangalore
MT52Hi Meenal, The KRA's for any department are derived from the Organisational Goals. Once the Organisational goals are set, then the goals are cascaded to the different verticals and departments. Have you defined the Head of HR's KRA's ? The KRA's as per the Balance Score Card methodology are broadbased in 4 major categories - Cost Effectiveness, Internal Client Satisfaction, Operational Proficiency and Upgradation of Skills, Development & Training etc. Within each of these you may define the relevant KPI's for instance - for the first catergory - cost effectiveness - KPI like reduction in Recruitment cost could be a KPI for a recruitment personnel.Similarly work out for the others. Apply you mind to each activity as is relevant to your Organisation and start writing down broad activities and then define sub activities. I am sure you will be able to do so. Regards
From India, Mumbai