KPA’S FOR HR | MODULE B: BUILDING AN HR STRATEGY | CAIIB 2023
On this page, we will talk about the KPAs for hr that they should know & understand as per HRM Syllabus 2023.
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Let’s begin our HRM Important topic for CAIIB 2023 Exams:
Expectations for HR professionals are continuously increasing and, in this article, we will take a look at the most important KPAs for HR in order to develop modern and effective management processes. Professional HR analytics software will provide you with all the necessary tools to extract valuable insights from existing HR data, and gain new, invaluable information which primarily includes an interactive and dynamic dashboard that performs the functions of consolidating all the relevant metrics in the vital location, not necessarily requiring advanced technical knowledge.
Besides, you can automate each KPA for HR and utilize modern online reporting tools such as Datapine in order to share up-to-date and relevant HR data throughout your team.
A manager and HR professional must know these top human resources for KPAs:
To develop modern and effective management processes, we will examine the most important KPAs for HR in this article.
- The right HR analytics software will enable you to extract valuable insight from existing HR data, as well as gain new, valuable insights.
- All relevant metrics are displayed in a central location using a dynamic, interactive HR dashboard that does not require advanced technical knowledge.
- To ensure your team receives up-to-date and relevant HR data, you can automate each KPAs and use online reporting tools like datapine.
Metrics or key performance indicators for human resources management are measurable metrics that help in tracking predefined organizational goals. In the human resources department, KPIs are used to optimize recruiting processes, engage employees, reduce turnover rates, and decrease training costs.
|Evaluating the engagement of your employees
|Monitoring your employees’ workload in detail
|Analyzing the investments in your employees
|Tracking the overall effectiveness of your workforce
|Ensuring your employees are satisfied in the long run
|Cost per Hire
|Analyzing what it takes to find the perfect fit
|Recruiting Conversion Rate
|Select the best recruitment method
|Time to Fill
|Monitoring how long you need to find a new employee
|Evaluate the quality of your employees
|Employee Turnover Rate
|Observe how your retention efforts work
|Talent Turnover Rate
|Evaluating how many talents you continually change
|Turnover Rate by Group
|Monitoring if your diversity groups are satisfied
|Look if you’re recruiting the right employees
|Female to Male Ratio
|Understand the gender diversity in your company
|Gender Diversity by Role
|Tracking gender share in managerial positions
|Discovering how diverse your departments are
|Recruitment Breakdown by Ethnicity
|Ensuring a diverse recruitment process
|Observe the evolution of workers who worked part-time over the period of time
|Average Time Stay
|Find out how long your employees stay in your company
ABSENTEEISM RATE: Shows how motivated and engaged the employee is with his work and with the organization more generally.
Watching and reducing this metric over time is crucial since it will inevitably negatively affect your business: whether it is the company atmosphere or the overall productivity, your finances and general well-being will be affected.
OVERTIME HOURS: Overtime hours might be a sign of temporary economic growth or a temporary increase in orders.
The results can demonstrate both the dedication of your workforce and flaws in the work processes, as well as an understaffed workforce dealing with a high-pressure situation.
Training COSTS: Measures how much time and resources have been invested in onboarding new employees and upgrading their education.
When tracking employees’ training costs after they have been hired, this metric can assist in making smarter decisions about their career development.
EMPLOYEE PRODUCTIVITY: Although it focuses more on manufacturing, it can nonetheless be applied to other sectors as well.
Measurements of productivity can help managers understand how much has been accomplished as well as how well it has been accomplished so they can adjust the way they work as needed.
TALENT SATISFACTION: Besides salary and other benefits, work-life balance, flexible work arrangements, occasional home office work, as well as a sustainable and social corporate culture play an important role in employment decision-making.
If you wish to retain highly qualified specialists over the long run, you should satisfy these requirements.
COST PER HIRE: the costs from recruiting (advertisement or marketing, referral incentives, the time cost of recruiter reviewing and selecting CVs, then conducting interviews) to training (time cost of manager or instructor, materials, and time cost of a new employee) etc. pile up rather quickly and heavily on a company’s budget & this is the reason why hiring shouldn’t be taken lightly. But still, without employees, work cannot be done and in turn – business cannot be run.
The bottom line? so It’s vital to recruit talents that have the potential to bring more value back to the company.
RECRUITING CONVERSION RATE: At the end of the hiring process, it measures the proportion of applicants that actually become employees. This metric can be used to examine all the steps involved and compare different recruitment strategies you have used, so you can decide which is the most efficient, while still considering other factors (like retention rates 90 days after hiring).
TIME TO FILL: Measures the efficiency of the hiring process in terms of how much time and resources are spent on filling vacancies. Additionally, it informs a realistic business plan, since layoffs or employees quitting must be addressed and anticipated.
TALENT RATING: Measures the quality of the business’s employees in order to be able to evaluate its recruitment measures.
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|ABM (Advanced bank management)
|BFM (Banking financial management)
|ABFM (Advanced business and financial management)
|BRBL (Banking regulation and business management)
|RB (RURAL BANKING)
|ITDB (INFORMATION TECHNOLOGY AND DIGITAL BANKING)
|CB (CENTRAL BANKING)
|RM (RISK MANAGEMENT)
|HRM (HUMAN RESOURCES MANAGEMENT)
So, these are some of the important measures or indicators that help HRs in analysing different aspects of their workforce. There are many other HRM notes that are freely available on our website. And below are the details of Learning Sessions apps & websites from where you can access the Human Resource Management Study material for 2023.
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