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Kra - HR

This document outlines the key result areas (KRAs), performance parameters, metrics, and weightages for an HR professional. The KRAs include revenue, EBITA, market share, customer satisfaction, employee satisfaction, and brand saliency. Performance will be evaluated based on monthly HR and business meetings, internal HR meetings, surveys, and adherence to transparent policies. Metrics such as revenue and EBITA targets, recruitment and training programs, attrition rates, and employee satisfaction survey scores are allocated weightages between 5-40% for evaluation.

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Anaya
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1K views1 page

Kra - HR

This document outlines the key result areas (KRAs), performance parameters, metrics, and weightages for an HR professional. The KRAs include revenue, EBITA, market share, customer satisfaction, employee satisfaction, and brand saliency. Performance will be evaluated based on monthly HR and business meetings, internal HR meetings, surveys, and adherence to transparent policies. Metrics such as revenue and EBITA targets, recruitment and training programs, attrition rates, and employee satisfaction survey scores are allocated weightages between 5-40% for evaluation.

Uploaded by

Anaya
Copyright
© © All Rights Reserved
Available Formats
Download as XLS, PDF, TXT or read online on Scribd
Download as xls, pdf, or txt
Download as xls, pdf, or txt
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KRA- HR

KRA

Revenue

EBITA

Market Share

Customer Satisfaction

Employee Satisfaction

Brand Saliency

Performance Parameter
Assist the businesses in meeting the Group Revenue
Structure/ Role Clarity
Competency assessment and development
Talent Acquisition- As per SLA
Training/ Leadership Development
Assist the businesses in meeting the Group EBITA
Recruitment Cost
Employee Cost
Employee Attrition
Training on Sales Skills
Training on New Product Development
Training on Projects- Competency development

Metric

HR and Business Meets


HR Internal meets
Customer Satisfaction- Internal Customer- Survey
Performance Management System
Transparent Policy
GPTW Score/ Employee Satisfaction Survey
2 new initiatives
Career development plan/ Successor plan
Campus Recruitment
Job Fares
Internal Brand Building- Ownership- "Pride"

Once every month


Once every month
Once a year
Implementation upto Executive Level
Implementation across the Group
75% from 63% for GPTW
every quarter
For every Business/ Function

Weightage
10%

All businesses
For top 40 in 2nd Q
99%
4 days/ per year
15%
As per budget
As per budget
< 10%
100% sales staff covered
100% sales Staff covered
100% Key Accounts staff covered

5%

15%

40%

15%
Every six months
GPTW- percentage increases from 70%to 80%
100%

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