Key Result Areas Key Result Areas or KRAs refer to general areas of outcomes or outputs for which the

department's role is responsible. A typical role targets three to five KRA. Value of KRAs. Identifying KRAs helps individuals: Clarify their roles Align their roles to the organizations business or strategic plan Focus on results rather than activities Communicate their roles purposes to others Set goals and objectives Prioritize their activities, and therefore improve their time/work management Make valueadded decisions Description of KRAs Key result areas (KRAs) capture about 80% of the department's work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation). ======================= ======================= ==== ================

-INDUSTRIAL RELATIONS -SAFETY AND HEALTH WORKPLACE -BUILDING CAPABILITIES AND ORGANIZATION LEARNING -EFFECTIVE HR MANAGEMENT SYSTEMS , SUPPORT AND MONITORING ======================= ============================ KRAs [ KEY RESULT AREAS are managed by -KPAs [ KEY PERFORMANCE AREAS] -KPIs [KEY PERFORMANCE INDICATORS] ======================= ============ KEY PERFORMANCE AREAS These are the areas within the HR DEPARTMENT, where an individual or group, is logically responsible / accountable for the results. To manage each KRA/ KPAs, a set of KPI are set . KRA and hence KPI is attributed to the department which can have effect on the business results and is self measured where applicable. THE IMPORTANCE AND WEIGHTAGE OF THESE ELEMENTS KRAs/KPAs/ KPIs ARE GUIDED BY THE *VISION STATEMENT *MISSION STATEMENT *CORPORATE OBJECTIVES *CORPORATE STRATEGY

CORE KRAs of HR DEPARTMENT -RECRUITMENT/ SELECTION -WORKFORCE PLANNING/ -DIVERSITY MANAGEMENT -PERFORMANCE MANAGEMENT -REWARD MANAGEMENT -WORKPLACE MANAGEMENT

*CORPORATE BUSINESS UNITS/ DEPARTMENTAL PLANS/STRATEGY. FOR THE BUDGET PERIOD, WHICH IS USUALLY 12 MONTHS.

KPI ----benchmark total HR COSTS externally. -----------------------------------------------KRA 3 -SAFETY AND HEALTH WORKPLACE KPA ---workplace accidents

======================= ======================= ==== ====== HERE IS AN EXAMPLE, WHICH YOU CAN USE TO DEVELOP OTHERS FOR YOUR ORGANIZATION. CORPORATE OBJECTIVE / STRATEGY -improve the company competitive positioning and productivity by 10%. HR DEPARTMENT'S OBJECTIVE -Achieve high productivity level in all activities [ say by 10%] -----------------------------------------------------KRA 1 -RECRUITMENT/ SELECTION KPA --RECRUITMENT KPI ----reduce average time taken to fill vacancies by 15% KPI ----reduce average cost per recruit by 10% ------------------------------------------KRA 2 -WORKPLACE MANAGEMENT KPA -labour turnover

KPI ----reduce workplace accidents by 10% --------------------------------------------KRA 4 -BUILDING CAPABILITIES AND ORGANIZATION LEARNING KPA ----TRAINING KPI --- ALL WORKFORCE below middle management should receive a minimum of 4 days of training. ======================= ================== THIS IS , ROUGHLY, HOW HR DEPARTMENTS KRAs / KPAs / KPIs ARE SET , MONITORED AND EVALUATED.

THIS CAN BE APPLIED TO ALL OTHER FUNCTIONAL DEPARTMENTS LIKE MARKETING / SALES / PRODUCTION ETC.

regards KPI ---reduce the labor turnover by 20% LEO LINGHAM