KRA Format

Please find enclosed herewith KRA Format according to your work area you can enter the particulars.

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Posted by Hrformats - September 3, 2011 at 7:19 AM

Categories: KRAs & KPIs   Tags: ,

Recruitment KPI

Recruitment key performance indicators (KPIs) is a part of Human resources KPI include KPI as follows:

1. Recruitment costing KPI

• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include advertising, referral and agency

2. Recruitment time KPI

• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.

3. Recruitment source KPI

• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.

4. Selection KPI

• Average number of interviews from submitted resumes. Track the number of converted submitted resumes to interviews.
• Number of qualified candidate compared to resumes.

5. Recruitment efficiency KPI

• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment.

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Posted by Hrformats - July 18, 2011 at 8:24 AM

Categories: KRAs & KPIs   Tags: ,

Key Performance Indicator (KPI) Examples

I. Characteristics of KPI

KPI is a term specifically used to indicate criteria adopted in evaluating the employee’s performance. Following are some characteristics of KPI:

1. A KPI must be aligned with the organization’s objectives;

2. A KPI is determined by management personnel (normally human resource managers);

3. A KPI must be designed so that it is easy to understand;

4. Some KPIs are specifically designed for each employee;

5. KPIs are expected performance by the organization;

6. KPIs must be designed to balance the evaluation of each employee;

7. KPIs lose their accuracy over time; therefore, it is necessary to revise KPIs periodically.

II. Requirements of a KPI:

An effective KPI should be:

1. Specific;

2. Measureable;

3. Achievable;

4. Performance relevant;

5. Containing deadline requirement.

III. How to design a KPI?

1. Design Key Result Areas (KRAs) and the importance of each KRA;

2. Identify necessary procedures to perform each KRA;

3. Identify the measurement criteria for each KRA and evaluate the importance of each criterion;

4. Summarize the criteria and the importance of each criterion;

5. Develop a summary table of KPIs.

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Posted by Hrformats - July 12, 2011 at 8:25 AM

Categories: Compensation and Benefits, KRAs & KPIs, Performance management   Tags: