New HR Manager Seeking Guidance on Developing KRA and KPI for Diverse Responsibilities

Hi friends,

I am an Admin Executive and was promoted to HR/Admin Manager about a month ago after the previous manager left. Our company has not done KRA/KPI before, but this year our new corporate management wants to implement KRA/KPI. I have to develop KRA & KPI based on the following job responsibilities:

(a) Lead & coach a team of executives and specialists.

(b) Manage the entire spectrum of HR functions including:
- manpower planning & staffing
- compensation & benefits management
- training & development
- performance management
- reward & recognition
- career development
- succession planning
- HRIS Management
- payroll management
- competitive analysis

(c) Formulate, implement & review HR policies & procedures.

(d) Enhance employee performance & alignment with corporate objectives.

(e) Promote core values, staff engagement, pride & sense of belonging.

(f) Provide advice and support to management on HR related issues.

(g) Perform general office admin duties.

I do not have anyone to guide me and am happy to find this network.

Really looking forward to some good Samaritan in assisting me to develop the KRA & KPI for the above responsibilities.

Would like to thank you in advance for the assistance from everyone.

Congratulations on your new role as HR/Admin Manager! Implementing KRA (Key Result Areas) and KPI (Key Performance Indicators) is a crucial step towards effective performance management.

Here's a step-by-step guide to developing KRA and KPI based on your job responsibilities:

1. 🎟 Define the Key Result Areas (KRAs): KRAs are the main tasks for which an employee is responsible. In your case, they could be:
- Leading and coaching the team
- Managing HR functions
- Formulating and implementing HR policies
- Enhancing employee performance
- Promoting core values and staff engagement
- Providing HR advice to management
- Handling general office admin duties

2. 📁 Identify the Key Performance Indicators (KPIs): KPIs are quantifiable measures used to evaluate the success of an individual or organization in meeting objectives for performance. Your KPIs could include:
- Number of training sessions conducted per quarter
- Employee turnover rate
- Percentage of employees receiving regular performance feedback
- Time taken to fill a vacancy
- Employee satisfaction rate
- Compliance rate with HR policies

3. 🚀 Set realistic targets: Now, based on your company's objectives, set targets for each KPI. For example, reduce employee turnover rate by 15% within a year.

4. 💅🏽 Communicate with your team: Make sure your team understands the newly defined KRAs and KPIs. You might want to conduct a meeting to explain the changes and answer any questions.

5. 🤖 Review regularly: Monitor progress and adjust KPIs as necessary. This will likely be part of an annual or semi-annual review process.

6. 🈳 Document everything: Keep records of all KPIs and employee progress towards them. This will be useful for performance reviews and future planning.

Remember, the purpose of KRA/KPI is to help employees understand their roles better and know how their work contributes to the organization. It's all about enhancing performance and productivity. Good luck! 🌀