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This document discusses Key Result Areas (KRAs) and provides examples of KRAs for a human resources department. Identifying KRAs helps clarify roles, align roles with organizational goals, focus on results, communicate purposes, set goals and priorities, and improve time management. The document then lists several KRAs for a human resources department, including reducing time to fill vacancies, providing training to employees, reviewing HR policies, reducing workplace accidents, managing performance reviews, analyzing compensation, and reducing employee turnover. Each KRA includes targets for improvement.
This document discusses Key Result Areas (KRAs) and provides examples of KRAs for a human resources department. Identifying KRAs helps clarify roles, align roles with organizational goals, focus on results, communicate purposes, set goals and priorities, and improve time management. The document then lists several KRAs for a human resources department, including reducing time to fill vacancies, providing training to employees, reviewing HR policies, reducing workplace accidents, managing performance reviews, analyzing compensation, and reducing employee turnover. Each KRA includes targets for improvement.
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This document discusses Key Result Areas (KRAs) and provides examples of KRAs for a human resources department. Identifying KRAs helps clarify roles, align roles with organizational goals, focus on results, communicate purposes, set goals and priorities, and improve time management. The document then lists several KRAs for a human resources department, including reducing time to fill vacancies, providing training to employees, reviewing HR policies, reducing workplace accidents, managing performance reviews, analyzing compensation, and reducing employee turnover. Each KRA includes targets for improvement.
Droits d'auteur :
Attribution Non-Commercial (BY-NC)
Formats disponibles
Téléchargez comme PPTX, PDF, TXT ou lisez en ligne sur Scribd
ë DzKey Result Areasdz or KRAs refer to general areas of
outcomes or outputs for which the departmentǯs role is responsible.
Õ÷
ë dentifying KRAs helps individuals:
ë Clarify their roles ë Align their roles to the organisationǯs business or strategic plan ë Focus on results rather than activities ë Communicate their roleǯs purposes to others ë Set goals and objectives ë Prioritize their activities, and therefore improve their time/work management ë Make value-added decisions ÷
Identify staff vacancies and ëpeduce Average time taken to 20%
recruit, interview and select fill vacancies by 15%. applicants. ëpeduce Average cost per recruit by 10% & Finalize selection in 5 weeks for each individual position
Identify training needs & ëAll workforces below middle 20%
provide development management should receive a minimum of 4 days training.
ëMaximize training workshops
for Middle level management & Top management(monthly)
Coordinates in planning , peview on Quarterly basis the 20%
developing and directing organisation's policies Human pesource policies (every 3 months ) ÷
Monitors safety and health peduce workplace accidents 10%
workplace accidents by 10%
Manages and appraises Perform appraisals on 10%
subordinatesǯ performance monthly basis & reward the and their career performers & motivate the advancement underperformers
Analyze and modify peview & revise the 10%
compensation and benefits compensation model half policies yearly
Serve as a link between peduce the turnover by 3% 10%
management and employees & create better working helping resolve work-related environment problems.