KPI for HR Administration

Answer QuestionsCategory: HRKPI for HR Administration
Aleksey Savkin Staff asked 4 years ago

HR administration is basically a clerical job. This makes it difficult to formulate a KPI for this function because most of the employees do not want to take up this profile even though it is one of the most important functions HR. By arriving at a meaningful KPI’s for this profile, the employees in this profile can be evaluated along with others at equal importance there by creating a better lookout toward this profile. Posted by Anil Chilukuri.

Hello, Anil.

What you have described might happen when there is no specifically determined business objectives. Single KPIs without a business context don’t make sense. I was discussing this in the article:

My first recommendation is to start with building a strategic map where you will map major business objectives (in your case it might be objectives of HR department) and link them with each other showing cause-and-effect relationships between them.

You mention that HR administration is a clerical job. Why it is important? What will happen if HR will stop doing his job? In this article you will find many links to relevant articles about HR KPIs. I think this is a good starting point for your project.

KPIs or Strategy – which comes first?

Start free wizard to create your strategy map Ideally, you need to have a strategy before start thinking about KPIs. How to create a good strategy? It's tricky and will require your expertise:
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10-Step System to Find Tailor-Made Key Performance Indicators


Examples of KPIs

It is easier to get started with KPIs when you have some good examples to follow. Find here examples of KPIs for various domains.

Winning KPI Crash Course

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