How do companies define KRA’S for HR & What are the standard KRA’S for an HR? Does it depend on the size of the company?
From India, Bangalore
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5From India, Bangalore
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Hi Hema,
Did you check the following:
KRA 1: Recruitment, Workforce Planning, and Diversity
KRA 2: Performance Management and Reward
KRA 3: Workplace Management and Relations
KRA 4: A Safe and Healthy Workplace
KRA 5: An Inclusive and Equitable Workplace
KRA 6: Building Capabilities and Organizational Learning
KRA 7: Effective HR Management Systems, Support, and Monitoring
Reference: http://unisa.edu.au [<link updated to site home>]
A good document is also found there. I am attaching the same.
Regards
From India, Panipat
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Did you check the following:
KRA 1: Recruitment, Workforce Planning, and Diversity
KRA 2: Performance Management and Reward
KRA 3: Workplace Management and Relations
KRA 4: A Safe and Healthy Workplace
KRA 5: An Inclusive and Equitable Workplace
KRA 6: Building Capabilities and Organizational Learning
KRA 7: Effective HR Management Systems, Support, and Monitoring
Reference: http://unisa.edu.au [<link updated to site home>]
A good document is also found there. I am attaching the same.
Regards
From India, Panipat
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Hi,
Thanks for the quick input. However, I believe it is vague. This means that these are the general job descriptions of an HR position. When we discuss KRAs (Key Result Areas), we aim to comprehend the expected outputs, which should be both quantitative and measurable in terms of quality, cost, and time. Keeping these points in mind, what are your views?
From India, Bangalore
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Thanks for the quick input. However, I believe it is vague. This means that these are the general job descriptions of an HR position. When we discuss KRAs (Key Result Areas), we aim to comprehend the expected outputs, which should be both quantitative and measurable in terms of quality, cost, and time. Keeping these points in mind, what are your views?
From India, Bangalore
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You need to specify the measurable parameters. For example, a recruiting team may have two positions - sourcing and recruiting. The sourcing team sources the candidates, screens, and arranges for interviews. The recruiting team assesses/interviews and issues appointment letters.
In the first case, you need to quantify the resumes being scanned/processed and link to the conversion factor too. Else, this will be skewed, and the recruiting team's performance becomes low if the conversion is low. If you have a proper JDF (Job Description Form) for each position in your company, that helps in building the KRAs too.
Regards,
From India, Panipat
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In the first case, you need to quantify the resumes being scanned/processed and link to the conversion factor too. Else, this will be skewed, and the recruiting team's performance becomes low if the conversion is low. If you have a proper JDF (Job Description Form) for each position in your company, that helps in building the KRAs too.
Regards,
From India, Panipat
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