Dear All, Can anyone give me the KRA objectives and measures for HR Executive and manager role Thanks
From India, Mumbai
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2From India, Mumbai
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Hi,
The KRAs and objectives for the HR function would most certainly depend on the Manpower Plan, Employee Engagement Initiatives, and Performance and Productivity Enhancement interventions of the organization. Hence:
1. Staffing - Recruitment, Induction, Retention, Transitions, Exit
2. Performance Management System
3. Employee Engagement - Satisfaction levels, Work environment, work-life balance
4. Compensation & Benefits - Salary, Payroll, Market corrections, midterm reviews
5. HR Process and Policy Framework - Manual, Amendments, New Introductions
And much more - Work Environment, Internal Communication, T&D, R&R, Competency Frameworks, Knowledge Management, and above ALL - CULTURE BUILDING and VALUES of the organization. All need to be looked into with reference to priority in the organization.
Cheers,
K
From India, Madras
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The KRAs and objectives for the HR function would most certainly depend on the Manpower Plan, Employee Engagement Initiatives, and Performance and Productivity Enhancement interventions of the organization. Hence:
1. Staffing - Recruitment, Induction, Retention, Transitions, Exit
2. Performance Management System
3. Employee Engagement - Satisfaction levels, Work environment, work-life balance
4. Compensation & Benefits - Salary, Payroll, Market corrections, midterm reviews
5. HR Process and Policy Framework - Manual, Amendments, New Introductions
And much more - Work Environment, Internal Communication, T&D, R&R, Competency Frameworks, Knowledge Management, and above ALL - CULTURE BUILDING and VALUES of the organization. All need to be looked into with reference to priority in the organization.
Cheers,
K
From India, Madras
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Hi,
The excellent way to set the KRA would be the balanced scorecard approach. Here, you get a 360-degree perspective, and you can also draw the IDPs from it. I have recently drafted the KRAs for everyone in my team, including my boss.
Cheers,
Ridip
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The excellent way to set the KRA would be the balanced scorecard approach. Here, you get a 360-degree perspective, and you can also draw the IDPs from it. I have recently drafted the KRAs for everyone in my team, including my boss.
Cheers,
Ridip
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Performance Management System.doc