No Tags Found!


hrzone
4

Hi All,
I have recently join this group. with the hope that i will get full co-operation from the members of the group. I need your help?
Can any one tell me what can be the yearly KRA's for the entire HR department i.e from VP to Assistant.
Regards,
Prashant[/code][/quote]

From India, Indore
Abhay Thale
7

Dear Prashant,
I am attaching herewith master KRA's for HR, General Services, Health & Safety, Security, Public Relations and Legal for your reference.
In case of more help please mail me on .
Regards,
Abhay

Attached Files (Download Requires Membership)
File Type: xls master_kras_hrandgs_186.xls (51.0 KB, 1710 views)

leolingham2000
260

KRA AND KPA

Key Result Areas

“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs).

Value

Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions

Description

Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).

-----------------------------------------------------------

EXAMPLE

HR [ KRAs]

CORE KRAs for VP [HR]

-RECRUITMENT/ SELECTION

-WORKFORCE PLANNING/ DIVERSITY

-PERFORMANCE MANAGEMENT

-REWARD MANAGEMENT

-WORKPLACE MANAGEMENT AND RELATIONS

-SAFETY AND HEALTH WORKPLACE

-BUILDING CAPABILITIES AND ORGANIZATION LEARNING

-EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING

THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS IS

-GUIDED BY THE

*VISION STATEMENT

*MISSION STATEMENT

*CORPORATE OBJECTIVES

*CORPORATE STRATEGY

*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY.

AND COULD CHANGE YEAR BY YEAR AS PER THE BOARD DIRECTIVES.

THIS WOULD BE REFLECTED IN THE

-KPAs --KEY PERFORMANCE AREAS

-KPIs -- KEY PERFORMANCE INDICATORS

=---------------------------------------------------------

FOR THE VP [ HR ],

KPAs might be

-recruitment / selection

-performance management

-building capabilities and organizational learning

--------------------------------------------------------------

FOR THE VP [ HR ],

KPIs might be

-recruitment / selection

*average time taken per new recruit compared to the previous year.

*average cost per new recruit compared to the previous year.

-performance management

*HR BUDGET / ACTUAL

*TOTAL COMPENSATION & BENEFITS / SALES REVENUE.

-building capabilities and organizational learning

*average training cost per employee compared to the previous year.

*total training cost / sales revenue

-----------------------------------------------------------------

--------------------------------------------------------------

.

PRASHANT,

-please review the job profile

-define the FUNCTIONAL role of the individuals

-then allocate KRAs, in consultation with VP [ HR ]

-then the KPAs

-then the KPI

THE LEVELS ARE IMPORTANT BUT ALSO THE

FUNCTIONAL ROLE AS WELL THE COMPANY

OBJECTIVES/ STRATEGY IN DECIDING

-KRAs / KPAs / KPIs.

=======================================

KEY PERFORMANCE AREAS

These are the areas within the business unit, where an

individual or group, is logically responsible / accountable

for the results.

To manage each KRA, a set of KPI are set .

KRA and hence KPI is attributed to the person who

can have effect on the business results and is

self measured where applicable.

===============================================

regards

LEO LINGHAM

From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.