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
5From India, Bangalore
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 Organisational Learning
KRA 7 Effective HR Management Systems, Support and Monitoring
___________________
ref: 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
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 Organisational Learning
KRA 7 Effective HR Management Systems, Support and Monitoring
___________________
ref: 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
Hi,
Thnks for the quick input.
But i guess it is vauge, that means these are the general job description of an HR position.
when we talk about KRA'S we are trying to understand what are the output, which is quantitative & which should also be measurable interms of quality, cost & time, so keeping this points in view what are your views?
From India, Bangalore
Thnks for the quick input.
But i guess it is vauge, that means these are the general job description of an HR position.
when we talk about KRA'S we are trying to understand what are the output, which is quantitative & which should also be measurable interms of quality, cost & time, so keeping this points in view what are your views?
From India, Bangalore
You need to specify the measurable parameters.
For examle a recruiting team may have two positions - sourcing and recruiting
Sourcing team sources the candidates, screen and arranges for interviews
Recruiting tem 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 performance becomes low if the conversion is low.
If you have a proper JDF ( Job definition Form) for each position in your company that helps in building the KRAs too.
Regards
From India, Panipat
For examle a recruiting team may have two positions - sourcing and recruiting
Sourcing team sources the candidates, screen and arranges for interviews
Recruiting tem 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 performance becomes low if the conversion is low.
If you have a proper JDF ( Job definition Form) for each position in your company that helps in building the KRAs too.
Regards
From India, Panipat
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KRA Head of HR.xls