Hi All, Am a little confused, request all the members to help me. Just wanted to know what will be KRAs for HR dept.
From India, Ahmadabad
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5From India, Ahmadabad
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Hi Kanupriya,
As such, the KRAs for HR are not measurable in quantity; they are measurable in terms of quality. Parameters need to be set for that. I am attaching an Excel file containing the details of the sample KRAs set. I think your purpose can be solved by that.
From India, Delhi
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As such, the KRAs for HR are not measurable in quantity; they are measurable in terms of quality. Parameters need to be set for that. I am attaching an Excel file containing the details of the sample KRAs set. I think your purpose can be solved by that.
From India, Delhi
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Human Resources KRAs
1. Recruitment & Selection
• Reduce the average time taken to fill vacancies.
• Reduce the average cost per recruitment.
• Finalize selection in 5 weeks for each individual position.
• Workplace accidents.
• Reduce workplace accidents.
2. Building Capabilities and Organizing Learning
• Training
• All workforce below middle management should receive a minimum of 4 days of training.
• Maximize induction training. Maximize training workshops.
• Employee Development
• Training needs analysis & competencies development.
3. Performance Management
• Performance Appraisal
• Managing employees through KRAs.
• Achieve 100% performance appraisals against total employees.
4. Monitoring Employee Deployment
5. Compensation and Benefits
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR Management Systems, Support & Monitoring
10. Workplace Management
• Reduction in absenteeism per employee.
• Increase in employee satisfaction.
• Talent retention and turnover ratio.
• Reduce the labor turnover.
• Benchmark total HR costs externally.
From India, Mumbai
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1. Recruitment & Selection
• Reduce the average time taken to fill vacancies.
• Reduce the average cost per recruitment.
• Finalize selection in 5 weeks for each individual position.
• Workplace accidents.
• Reduce workplace accidents.
2. Building Capabilities and Organizing Learning
• Training
• All workforce below middle management should receive a minimum of 4 days of training.
• Maximize induction training. Maximize training workshops.
• Employee Development
• Training needs analysis & competencies development.
3. Performance Management
• Performance Appraisal
• Managing employees through KRAs.
• Achieve 100% performance appraisals against total employees.
4. Monitoring Employee Deployment
5. Compensation and Benefits
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR Management Systems, Support & Monitoring
10. Workplace Management
• Reduction in absenteeism per employee.
• Increase in employee satisfaction.
• Talent retention and turnover ratio.
• Reduce the labor turnover.
• Benchmark total HR costs externally.
From India, Mumbai
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HR KRAs - 2007 (Final1).xls
HR department.zip
Setup HR Department.doc