Seeking Guidance: How Do You Design and Assess KRAs for HR Heads and Managers?

Dear Seniors,

Could you be kind enough to share a sample template of KRA for HR Head & HR Manager and how these KRAs are assessed at the time of appraisals? Our company is introducing a new system of Performance Management which is built around KRAs from this year, and I am seeking clarity on it.

Thank you in advance for your help.

Kind Regards, Mau

Greetings,

Here are a few documents for your reference:

- [HR Manager's KRA](http://citehr.com) *[link updated to site home]* ([Search on Cite](https://www.citehr.com/results.php?q=HR%20Manager%20s%20KRA) | [Search on Google](https://www.google.com/search?q=HR%20Manager%20s%20KRA))
- *[link outdated-removed]* ([Search on Cite](https://www.citehr.com/results.php?q=HR%20Head%20s%20Job%20Description) | [Search on Google](https://www.google.com/search?q=HR%20Head%20s%20Job%20Description))
- [KRA of HR head xls](https://www.citehr.com/124303-kra-corporate-group-hr-manager.html)

These are your points of reference. Please design the one required by your company as suggested below:

- Identify and draw these KRA in alignment with your organization's goals.
- Define the areas for delivery. For example, your organization may not be expanding, hence having no specific hiring targets, but focusing on being the employer of choice. This would entail a completely different set of deliverables, including an emphasis on employee engagement.
- Determine the bandwidth and the maximum for performance. You need to set a standard for delivery that will form the KPI.

Blog your queries and allow us to contribute to this project of yours.

Regards, (Cite Contribution)