Hello HR Team,
I am currently reworking the Key Result Areas (KRA) in my organization. Could any one of you share the KRAs that have been defined for the following roles:
1) Talent Acquisition Manager
2) HR Director
Regards,
Devaki
From India, Bangalore
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I am currently reworking the Key Result Areas (KRA) in my organization. Could any one of you share the KRAs that have been defined for the following roles:
1) Talent Acquisition Manager
2) HR Director
Regards,
Devaki
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Devaki,
The preparation of the KRAs is the job of each HOD. How and why should HR prepare the KRAs for each department? Designing KRAs requires the subject knowledge of each department. How can HR know everything about all the departments? As a process owner, HR can only check whether the KRAs meet the SMART principle or not.
As far as designing the KRAs for the position of HR Director is concerned, is it not his/her job to design the KRAs? In fact, it is the job of the Managing Director to design the KRAs for this position. If a person of the stature of Director cannot design the KRAs, then it raises questions about his/her ability to hold the position.
The HR Director is expected to design the KRAs for the position of Talent Acquisition Manager.
The next thing is your position. What is your designation? If not senior, then is your position at par with the HR Director? Will any Director accept the KRAs designed by the junior? What if he/she considers that his/her position is being undermined?
Please deliberate on all the issues before you embark on the task of designing the KRAs.
Thanks,
Dinesh Divekar
From India, Bangalore
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8036The preparation of the KRAs is the job of each HOD. How and why should HR prepare the KRAs for each department? Designing KRAs requires the subject knowledge of each department. How can HR know everything about all the departments? As a process owner, HR can only check whether the KRAs meet the SMART principle or not.
As far as designing the KRAs for the position of HR Director is concerned, is it not his/her job to design the KRAs? In fact, it is the job of the Managing Director to design the KRAs for this position. If a person of the stature of Director cannot design the KRAs, then it raises questions about his/her ability to hold the position.
The HR Director is expected to design the KRAs for the position of Talent Acquisition Manager.
The next thing is your position. What is your designation? If not senior, then is your position at par with the HR Director? Will any Director accept the KRAs designed by the junior? What if he/she considers that his/her position is being undermined?
Please deliberate on all the issues before you embark on the task of designing the KRAs.
Thanks,
Dinesh Divekar
From India, Bangalore
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