New to HR? Need Help Setting Up KRAs for Recruitment and More? Let's Discuss!

Hi, I am a new member of this forum. I am tasked with setting up KRAs for recruitment, training, career planning, compensation & benefits, and personnel administration. Can anyone help me with this?

Thanks,
HRpass

Hi,

Attached KRAs may be useful to you.

Regards,
Sanjay

HR Manager Profile

Recruitment & Selection
- Manpower Planning (Internal Resources / External Resources)
- GAP Analysis / Future Requirements
- Budgeting New Manpower, Cost Estimates
- Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
- Sources of Manpower
- Placement Consultants
- Job sites
- Advertisements
- Campus Recruitment
- Employee Referrals
- Head Hunting
- Networking
- Professional Institutions
- Vendor Relationship Management (Agreements, Contracts, Quotes)
- Manpower Requisition Process (Authorisation, Documentation, Closures)
- Selection Methodology
- Interview Process (Panel, Evaluation Methodology)
- Testing Processes (Test Instruments, Administration, Monitoring etc.)
- Documentation
- Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
- Appointment Letter, Provisional Offer, Comp. Sheet, Contract Letters, Consultant Agreements
- Salary Fitment Benchmarks / Salary Matrix
- Joining Formalities & Documentations
- Documentation Coding & Revision Guidelines
- Recruitment MIS Reports

Induction & Orientation
- Company Overview (History, Business, Market, Products/Services, Geography)
- Divisional Presentations
- Key Personnel Meetings
- Technical / Domain / Process Training Programmes
- Personnel File

Performance Management & Review Mechanism
- Position Description
- Candidate Specification
- Experience Specification (Mandatory/Preferred)
- Key Performance Indicators (Highest / Ideal Performance Expected)
- Key Deliverables (Role Definition)
- Competence Required
- Position Descriptions Mapping across Organization
- Performance Agreement
- Goals / Objectives
- Key Deliverables (Role Definition)
- Developmental Deliverables (for Career / Succession Planning)
- Trainings Required (Objective, Priority, Evaluation Parameters)
- Organization Support Required
- Performance Evaluation
- Goals / Objectives (Previous Year)
- Key Deliverables Assessment (3m,6m,9m,Yrly.)
- Developmental Deliverables (3m,6m,9m,Yrly.)
- Shortfalls in Deliverables Achievements
- Significant Achievements
- Strengths & Weaknesses
- Competency Ratings (Managerial/Behavioral/Functional)
- Trainings Received / Required Analysis
- Performance Scores (Deliverables & Competencies Ratings)
- Final Performance Ratings
- Miscellaneous Discussions
- Recommendations

Rewards & Recognitions
- What is to be Rewarded/Awarded? (Frontline, Support, Operations)
- Overall Performance
- Critical Performance
- Spot Performance
- Personality Growth
- Loyalty Recognition
- Best of the Best (Individual, Team, Group Recognitions)
- Career Planning
- Developmental Deliverables
- Succession Planning
- Developmental Deliverables

Competency Mapping
- Industry/Competitor Analysis
- Organization Mission / Vision, Business Goals, Strategy
- Organization Life Cycle Stage
- Organization Competency Identification (Key Competencies Required)
- Competency Dictionary
- Definitions
- Proficiency Levels Defined
- Existing Organization Competency Assessment
- Existing Proficiency Levels
- Competency Prioritization
- GAP Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Employee Prioritization for Competency Development
- Competency Development Programme

Training & Development
- Training Needs Identification
- Skill-Gap Analysis
- Competency Map (Employee Ratings, Observed / Desired / Gaps)
- Individual Analysis
- Faculty Feedback & Analysis
- Employee / Supervisor Feedback
- Training Calendar
- Prioritized List of Training Programmes
- Training & Development Plans (Technical / Soft Skills / Knowledge)
- Competency Development Programme
- Skill Development Programme
- Performance Improvement Programme
- Developing Knowledge Sharing Practices
- Training Effectiveness Parameters
- Key Improvement Indicators Defined (Performance, Skills, Competence)
- Time Frame for Improvement
- Review Mechanism

Compensation & Benefits Administration
- Salary Structure (Fixed, Variables, Perks)
- Employee Welfare Schemes
- Insurance Covers
- Retiral Benefits
- Tax Consulting
- Legal Compliances (Employment / Labor / Compensation Acts)
- Incentives, Motivational Allowances

Employee Relations
- Employee Benefit Schemes
- Birthdays / Anniversaries
- Festival Events
- Sports Events
- InterGroup Events / Competitions / Games / Quizzes
- Health & Safety Measures

Hi Manish,

Excellent information. I have made some changes in the information... just give your comments.

Regards,
Sanjay

Hi Sanjay,

Thanks for the information. Your HR activities contain almost everything except Compensation & Benefits, and I believe that it is also a part of an HR Generalist's role. Please see if you can add some information about C & B as well.

Thanks, Sapana

Dear Sir,

I recently joined a manufacturing industry as a Welfare Officer where my HR Manager asked me to submit KRA. Hence, I request you to send me the same ASAP. I hope you will help me out in this regard.

Thanks and Regards,

B. Peros Kumar

Hi Abhijit,

I am a new member of this forum and have been tasked with setting up KRAs for system administrators and network administrators' training. Could anyone assist me with this?

Thank you,
Abhijit

Can anyone tell me what I should say when I faced the interview and was asked why I left my current organization? I have no solid reason. Kindly, can anyone give me the right reason that I can use when I am asked during an interview?

Hi Mr. HR,

Excellent work. I'm working as a Recruitment Executive. I want to change my job to the HR field. Could you please guide me on how to do that? Also, I would like to understand what the term 'generalistics profile' means and what specific job roles we should be looking for.

Thank you.

Dear Sir,

Good day. It is really a nice post on KRAs in HR. I am working as an HR Project Manager at an IT company. Currently, I am working on designing performance evaluations with statistics. I am in need of information on KRAs for a Software Engineer, Database Administrator, COO, Quality Lead, and Project Manager.

I am looking forward to receiving assistance from the experts in this forum.

Thank you.

Regards,
KPM :)

Hi, please help me with the KRA for an HR manager profile. My incentives are linked to the same. I take care of recruitment for sales, office, factory, IR issues, interviews, inductions, and training. I do not handle payroll.

Thank you.

I am working in an IT company, and we don't have a KRA system. Currently, we have 60 staff. Kindly guide me with a KRA model for our company.

Regards,
Ramya