How Do I Create Effective KRAs for an HR Role in an IT Company? Seeking Advice!

Hi Friends,

I am new to this group. I went through the various discussion topics and was very much impressed. I would like to know regarding KRAs for an HR professional working in an IT organization. I am an HR professional working for a Telecom Product Development company. I am involved in end-to-end recruitment, framing policies for the company, Performance Management, Compensation, Benefits, etc.

Please help me in framing good KRAs for myself.

Thanks,
Arathi

Dear Arathi,

You need to elaborate on your RROs and management expectations more precisely to work out the KRAs. KRAs are a dynamic issue, whereas RROs are fixed for a particular position, which simply means that your KRA shall be reviewed periodically and changed accordingly.

I shall be in a position to create your KRAs if I have your detailed RROs.

Cheers,
Dhole

Hi,

Just type "KRA for HR" in the quick search and search; you will be getting sufficient information.

Regards,
Amar

KRAs for HR may include:
- Reduction in Costs: e.g., Accident Costs, Canteen Costs, etc.
- People Development: e.g., Number of Training Programmes, Number of Participants, Number of Hours per Day.
- Safety: e.g., Number of Accidents, Mandays Lost due to Accidents.
- Suggestions: e.g., Number of Suggestions Received and Implemented, Employee Involvement in SGA.
- Multi-Skilling of Employees: e.g., Job Rotation, Transfers, etc.
- Mandays Lost due to Labour Problems.
- Statutory Compliance.
- Employee Satisfaction: e.g., Feedback from Previous Surveys, Actions taken on the Identified Points, Feedback from the Current Year's Survey.
- Community Development.
- Environmental Management, etc.

Regards,
Aniruddh

Hi, I am new to this site, and my name is Mhia from the Philippines. I am an HR officer, and I will be working on defining key result areas (KRAs). Can you help me prepare a KRA? Thank you.
Mhia