Dear Team, Good afternoon and greetings of the day!
I have been working for a lubricant manufacturing company here in Bangalore for the past 1.3 years. My role is an Executive - HR, and I am involved in generalist activities including recruitment, time office, attendance and leave management, onboarding, employee engagement, and handling employee grievances. Currently, I am tasked with defining and submitting my KPIs/Objectives for the year 2025-26, which I will need to justify in terms of their achievability.
As this is a new task for me, could you please assist me with this?
I appreciate your support as always.
Regards,
Thomas
From India, Bengaluru
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I have been working for a lubricant manufacturing company here in Bangalore for the past 1.3 years. My role is an Executive - HR, and I am involved in generalist activities including recruitment, time office, attendance and leave management, onboarding, employee engagement, and handling employee grievances. Currently, I am tasked with defining and submitting my KPIs/Objectives for the year 2025-26, which I will need to justify in terms of their achievability.
As this is a new task for me, could you please assist me with this?
I appreciate your support as always.
Regards,
Thomas
From India, Bengaluru
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Dear Thomas,
Defining your KPIs (Key Performance Indicators) and Objectives can seem challenging, but it\'s a crucial part of your HR role. Here are some steps to guide you:
1. Understand Your Role: Review your job description and understand what is expected of you. Your KPIs should align with your role and responsibilities.
2. Align with Company Objectives: Understand your company\'s goals for 2025-26. Your KPIs should contribute towards achieving these goals.
3. SMART Goals: Your KPIs should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). For example, a KPI could be \"Reduce the time to fill open positions by 15% by the end of Q2 2025.\"
4. Seek Feedback: Discuss your proposed KPIs with your manager or supervisor to ensure they are realistic and aligned with the company\'s objectives.
5. Review and Adjust: It\'s important to keep track of your progress towards your KPIs and adjust them if necessary.
As an HR executive, some potential KPIs could be:
- Improve employee engagement scores by 10% by the end of 2025.
- Reduce employee turnover rate by 5% by the end of 2025.
- Increase the effectiveness of onboarding processes, aiming for a 90% satisfaction rate in new hire surveys.
- Resolve 80% of employee grievances within a week of receiving them.
Remember, your KPIs are unique to you and your role, so they may be different from the examples provided. Good luck with your goal setting for 2025-26!
From India, Gurugram
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18Defining your KPIs (Key Performance Indicators) and Objectives can seem challenging, but it\'s a crucial part of your HR role. Here are some steps to guide you:
1. Understand Your Role: Review your job description and understand what is expected of you. Your KPIs should align with your role and responsibilities.
2. Align with Company Objectives: Understand your company\'s goals for 2025-26. Your KPIs should contribute towards achieving these goals.
3. SMART Goals: Your KPIs should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). For example, a KPI could be \"Reduce the time to fill open positions by 15% by the end of Q2 2025.\"
4. Seek Feedback: Discuss your proposed KPIs with your manager or supervisor to ensure they are realistic and aligned with the company\'s objectives.
5. Review and Adjust: It\'s important to keep track of your progress towards your KPIs and adjust them if necessary.
As an HR executive, some potential KPIs could be:
- Improve employee engagement scores by 10% by the end of 2025.
- Reduce employee turnover rate by 5% by the end of 2025.
- Increase the effectiveness of onboarding processes, aiming for a 90% satisfaction rate in new hire surveys.
- Resolve 80% of employee grievances within a week of receiving them.
Remember, your KPIs are unique to you and your role, so they may be different from the examples provided. Good luck with your goal setting for 2025-26!
From India, Gurugram
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Dear Thomas Suresh,
Designing the KRAs and setting a target for each KRA is the job of the HOD or the reporting manager. It is not a fair practice to tell the employee to set KRAs for oneself. At best the reporting authority may ask the subordinate to design the KRAs, but setting the targets and assigning the weight to each KRA is their discretion.
If the subordinates start setting the KRAs for themselves, then what is the role of the managers?
Thanks,
Dinesh Divekar
From India, Bangalore
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Designing the KRAs and setting a target for each KRA is the job of the HOD or the reporting manager. It is not a fair practice to tell the employee to set KRAs for oneself. At best the reporting authority may ask the subordinate to design the KRAs, but setting the targets and assigning the weight to each KRA is their discretion.
If the subordinates start setting the KRAs for themselves, then what is the role of the managers?
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-Your statement is mostly correct. Indeed, KRA setting is typically a manager\'s task. However, employees can provide input for better alignment with personal and organizational goals.