Dear All, Can anyone give me the KRA objectives and measures for HR Executive and manager role Thanks
From India, Mumbai
Acknowledge(0)
Amend(0)
2From India, Mumbai
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Stuck with an HR fire? Get a verified answer before your next coffee. - Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Performance Management System.doc