Assignment 1

PERFORMANCE INDICATORS
HR MANAGER

Uroosa Halepoto
CMS ID 091-17-0038
MBA-III

Submitted to: Masroor ali Soomro

Sukkur IBA University, Sukkur

March , 2018
 HR MANAGER
PERFORMANCE INDICATORS
Today’s workforce is diverse, dynamic and changing – just like today’s business environment.
Skilled HR management is vital to the success and sustainability of firms around the globe and in
every industry. HR managers add value to employers by planning human resources programs and
policies that achieve strategic objectives. HR manager will deal with the whole range of HR
activities .The Two indicators help to identifies to major areas where HR manager perform.
KPI”s (Key performance indicators)
A Key Performance Indicator (KPI) is a metric that measures the performance of a particular
activity or process. The objective is for this to serve as a reference depending on the process or
activity on the basis of the objective you want to achieve :
Criteria For KPI’s

 Concrete: The KPI should be tangible and it should have a specific goal.
 Measurable: If you can0t measure the KPI, it isn’t a KPI.
 Reachable: Stay realistic when defining KPI that will determine your success.
 Relevant: Monitor only the things that really matter, don’t waste time with indicators that
do not contribute anything to your company.

GPI’s (General performance Indicators)

General performance indicators are other then job focused ,GPI’s mainly involve to measure the
Traits in HR manager either they are positive or negative it depend upon the nature of situations :
Criteria For GPI’s :
 Actions and implementation
 Transparency and justification
There are some Important KPI’s for HR manager :

Retention of talent
The retention of talent is a KPI that indicates the job stability of a company. This allows you to
learn about the average employee retention in the company and it is linked to other factors such
as the remuneration or the labor climate. In addition to the cost of losing an employee, the loss of
talent will force you to spend time and money to recruit a new individual. An index of high staff
turnover implies high costs for the employer. The rate of retention of talent is calculated by
comparing the number of workers who joined the company in a specific period vs. those who
stayed during the same period.

Measures :

 Create an environment that makes your employees feel like an asset to your
company.
 Make expectations and goals of the company clear.
 Create an open and honest work environment.
 Provide opportunities to grow and learn, and let your employees know there
is room for advancement in your company.
 Recognize and reward good work.

Recruitment :

 Invest time in developing relationships with university placement offices, recruiters, and
executive search firms.
 Enable current staff members to actively participate in industry professional associations
and conferences where they are likely to meet candidates you may successfully woo.
 Find out certifications, universities, competitive companies, job titles and other factors
which you can use to make diversity hires more effective to avoid the discrimination
 Professional association websites and magazines to advertise for professional recruits.
 Make your hiring process easy and you will not need to worry about diversity
 Make every effort to ensure that the HR department, your team, and the hiring manager
understand that diversity is among your top priorities
 Clear job advertisement on the various sources magazines, newspapers, social media,
internet ,official website ,etc.
 Transparency, be a merit based and task oriented type of selection .
 Its main focus should be to hire candidates whose skills and experiences exceeds the set
requirement .
  Should be unbiased .

Development of Human resources Department :

 Oversees the implementation of human resources programs through Human resource staff
.identifies opportunities for improvement and resolve problems .
 Conduct a continuing study of all human resource policies ,programs and practice to keep
management informed or new developments .
 Leads the development of department goals ,objective and systems, to provide leadership
HR strategic palming
 Establish HF departmental measurements that support accomplishment of companies’
Strategic goals .
 Manage the preparation and maintenance of such repots as are necessary to carry out the
functions of the department .prepare periodic reports for management ,as necessary or
requested ,to track strategic goals accomplishment .
 Develop and administers programs ,procedures and guidelines to hep align the workforce
with the strategic goals of the company .

Employee Relations

 Manager will be primarily responsible for overseeing initiatives, programs, and activities
related to employee engagement and satisfaction.
 serving as the primary contact for employee relations issues and concerns, including
coaching, counseling, and discipline; coordinating employee appreciation events and
recognition programs and the Biltmore Rewards platform .
 oversight for the annual employee survey; managing employee communications; serving
as a contact for general information on policies, procedures, and internal/external
resources .
 The incumbent will also lead/present training classes on select topics as needed; research,
develop, propose, and execute best practices in employee engagement; gauge and
monitor employee satisfaction within the company; and present concerns and feedback to
HR and/or senior leadership teams .
  Directs and coordinates preparation of position descriptions, ensures FLSA classification
compliance and oversees job evaluations.
 Administers and interprets various labor agreements, administers grievance procedures,
and provides labor relations support during contract negotiations.

Training and Development

 Coordinate all human resources training programs , and assign the

authority/responsibilities of human resources and managers within those programs .
provide necessary education and material to managers and employees including
workshops ,manuals, employee handbook ,and standardized reports .
 Leads the implementation of the performance management system that includes
performance development plans and employee development programs .
 Establish an in-house employee training system that addresses company training needs
include training need assessment ,new employee onboarding or orientation , management
development ,production crossing training ,training impact ,training transfer.
 Assists with the development of and monitors the spending of the corporate training
budget .

Organizational Development

 Consults with management on performance, organizational and leadership matters.

Conducts needs assessments to determine measures required to enhance employee job
performance and overall company performance.
 Assists with planning, implementation and ongoing maintenance of labor relations,
employee relations, equal employment opportunity, diversity and compensation
programs.
 Manage a process of organizational planning that evaluate company structure job design
,and personnel forecasting throughout the company .evaluate plans and changes to plans.
 Provides expertise in strategy development and execution, planning and facilitation of
employee relations efforts.
  Facilitates communication among employees and management. May guide managers and
employees on problem solving, dispute resolution, regulatory compliance and litigation
avoidance.

Compensation and benefits administration

 Establish the company wage and salary structure ,pay policies ,and oversees the variable
pay system within the company including bonuses and raises .
 Determine competitive wage rates and develop or modify compensation plans

 Evaluate employee benefits policies to assess whether they are current, competitive,
and legal

 Analyze compensation policies, government regulations, and prevailing wage rates to

develop competitive compensation plan.
 Comparing benefits and compensation plans, job classifications, and salaries through data
and cost analyses
 Ensuring compensation and benefits plans are cost-effective and competitive
 Administering the organization’s benefits programs (e.g., retirement plans, leave policies,
wellness programs, insurance policies, etc.)
 Researching and analyzing benefits plans, programs, and policies

There are many other KPI’s regarding HR manager , Depend upon job nature to design KPIs for
HR manager . just like employment this is the on of KPI for manager to Establish and leads the
standard recruiting and hiring policies and procedures necessary to recruit and hire superior
workforce and also interview management skill .HR manager must be possess the skill to deal
with legal action and implement those activities which avoid the risk of litigation .there many of
KPI’s design according to the need of the job .

GPIS (General Performance Indicator ) : for HR Manager

Active

 Clear idea how to achieve goals and objective .

  Not easily tolerate deviation from ideas .
 Control competitive
 Aggressive act when deviations occur
 more motivated to pursue social, intellectual and physical activities.

Adaptable

 Quick learning : quick to understand, learn, and devise or apply ideas

 Working well with peoples from divers background
 Versatile: adapted to many different functions or activities.
 Open –minded : willing to consider new ideas

Cultured

 Cultural fit is the likelihood that someone will reflect and/or be able to adapt to the core
beliefs, attitudes, and behaviors that make up your organization .
 fit well with their organization, coworkers, and supervisor had greater job satisfaction
 A fit is where there is congruence between the norms and values of the organization and
those of the person

Creative

 Find the new and smart way to improve the efficiency of organization practices
 Thinking outside the box.
 how Flexible and imaginative
