Process Changes Cycle Time (Material/Non-Material) – Number of weeks needed to handle modifications that have a financial (401K contribution adjustment) or non-financial consequence on the employees (phone number change). In the past decade, human resources (HR) and human capital have evolved from being solely service-oriented benefits management departments to more strategic organizational assets. Encourages individuals and groups to set their own goals, consistent with business goals. Adding real-time tracking adds value to the KPI measurement and prevents any long-term negative trends from interfering with organizational success. Tailors the content of speech to the level and experience of the audience. Provides assistance to others when they need it. Annual Salary Increase – The percent rise in yearly salary for every staff member working within a specific job post, office or department. The development of KPI metrics help to create measurement systems, information systems throughout the organization. Capacity to exhibit the utmost knowledge and competence in a specialized field. Other than the University’s right to cause the Concessionaire to remove the Operator pursuant to Section 3.3(c), the payment of KPI Compensation by the Concessionaire shall constitute the Concessionaire’s sole and exclusive liability and the University’s sole and exclusive remedy for any KPI Event. Human Resources KPIs measure and evaluate all levels of employees who work within the Human Resource sector. External Recruitment Rate – The rate in which posts are filled by personnel not currently employed by the company. Poor productivity from non-engaged staff is thought to contribute to a $7 trillion loss in the global economy . Market Survey Data Processing Cycle Time – Average number of days needed to deal with market survey information from the time data is accepted until the time data is compiled, evaluated, and published. Employees who are not happy will leave to find employment where they can be happy at work. Managers seem to recognize that it is now (more than ever) vital to have the right team executing company strategy. Identifies and proposes solutions that benefit all parties involved in a situation. Competencies dealing with people in establishing focus. Sign up & Evaluate Human Resource Professionals. Summarizes or paraphrases his/her understanding of what others have said to verify understanding and prevent miscommunication. : Used to evaluate the competitiveness of compensation options. Total Headcount: Generalist – Total number of HR generalists, both in main and business groups’ HR divisions at the end of the preceding year. While many organizations recognize this shift in thought, not all of them are correctly measuring success with updated HR key performance indicators (KPIs). Can be determined through surveys, and can be used to break down each benefit individually. Report Requests Due to Adjustments – Total of the absolute values of the percentage deviation from the medium of both lowest and highest salaries. It is one of the most common ways to measure employee productivity as an average. Involves others in a process or decision to ensure their support. Demonstrates willingness to take calculated risks to achieve business goals. Covered Employee Population – The percentage of workers who are qualified for health insurance coverage under the firm’s benefits policy compared to the total number of employees employed by the company. KPI for KPA 2 = finalize selection in 5 weeks for each individual position. Expert HR advice is available to all customers free of charge. Tracking this metric is vital because it indicates how long employees will remain with the organization. Improve vacation days used – The vacation days used KPI measures the number of vacation days an employee has used. Notices and seizes profitable business opportunities. Capacity to convey oneself coherently in discussions and interactions with others. Makes a systematic comparison of two or more alternatives. Turnover Rate – The percentage of posts within the firm that were vacated over one single year. Some example objectives you can customize include: 1. : Measures how likely an employee is to recommend their organization as a place to work. HR Generalists Expense as a Percentage of Total HR Expense – Total percentage of expenditure associated to HR Generalist compared to the total HR department expenditure. Presents a cheerful, positive manner with customers. Can be compared to the number of full-time workers to better understand workforce trends. HR KPIs are strategic tools that can help you understand whether you’re accomplishing your HR objectives in a way that is in line with your strategy. Employees per HR Generalist – The total number of staff members assisted by HR generalists divided by the total number of HR generalist workers. Competencies dealing with people in influencing others. : Evaluates employee engagement in improving business processes, and reflects on the openness of a company to employee input. It’s almost inevitable that your measures will change at some point and it will benefit you to get out ahead of this. : This measure keeps tab on the amount of low-performing employees in an organization. Simply send us your job descriptions and we will set up your evaluations. : Tracks how efficient the hiring process is in terms of time resources used to fill a vacant spot. Setting up key performance indicators for your human resource department will help you to … Benefits Satisfaction: This allows a company to see how satisfied an employee is … Mistakes in creating compensation & benefits manager KPIs Building KPI system plays an important role in evaluating job performance of individual parts, divisions and the company’s objectives and performance management system in general. Develops and uses systems to organize and keep track of information or work progress. Notices and accurately interprets what others are feeling, based on their choice of words, tone of voice, expressions, and other nonverbal behavior. An HR Balanced Scorecard is a tool to keep your staff focused on activities that not only support the department, but also the company’s overall goals. By Department. Competencies dealing with people in developing others. Understands both the strengths and weaknesses of others. : Provides an understanding of the comprehensiveness of a company's health care plan. Key performance indicators with functional knowledge are significant to have an entry level of responsibilities. Human capital administration directs efforts on the techniques and procedures in managing employees efficiently. When building KPI … They could include: stock awards, stock sale, financial advice, and so on. We’ve assembled a collection of sample Key Performance Indicators for you to use as a starting point when building scorecards. Compliance Training Hours – The average number of hours consumed on compliance-related training in the following fields: performance management, work/life concerns, sexual assault, discrimination, applicant evaluation. HR KPIs are measurements that indicate whether a human resources department is meeting its goals as they relate to the business. Carefully weighs the priority of things to be done. Creates a graphic diagram showing a systems view of a situation. Helps determine HR's ability to provide services. Uses appropriate grammar and choice of words in oral speech. Total Employees per Policy & Benefits Employee Headcount Ratio – Total number of staff members at the end of the preceding year divided by the total number of compensation employees at the culmination of that year. Related: Human Capital Management Consultant, Human Capital Management Analyst, Human Capital Management Specialist, Human Capital Management Associate. Makes others feel comfortable by responding in ways that convey interest in what they have to say. Competencies dealing with people in empowering others. Voluntary Separation Rate – The percentage of voluntary exits (resignations) compared to the total number of terminations. Percentage of Positions Filled Internally – The total percentage of jobs occupied by candidates already employed by the company compared to the total number of new hires over a specific term. Expresses disagreement constructively (e.g., by emphasizing points of agreement, suggesting alternatives that may be acceptable to the group). HR Training Expense as a Percentage Total HR Expense – Total percentage of expenditure associated with employee training and advancement compared to the total HR division expenditure. Seeks out and builds relationships with others who can provide information, intelligence, career support, potential business, and other forms of help. Talent retention. Capacity to execute crucial decisions promptly. This means that HR KPIs measure how successful HR is in realizing the organization’s HR strategy. KPI Compensation. Mistakes in creating compensation and benefits manager KPIs Building KPI system plays an important role in evaluating job performance of individual parts, divisions and the company’s objectives and performance management system in general. Number of Requisitions Filled: Staff – The total number of staff level job postings in a specified term. Identifies and presents information or data that will have a strong effect on others. firstname.lastname@example.org, Analyze employee performance and project profitability all in a single integrated suite, Create a collaborative, digital feedback culture to boost employee engagement, morale, and productivity, Connect with your employees and build high-performing teams by making data-driven decisions, Build real-time reports to anticipate profit potential for specific projects, project types, and teams. : Internal promotions indicate successful retention and growth of top performers. Competencies dealing with business in initiative. : The summed age of all retiring employees divided by the number of retiring employees. When building KPI … Quality of Hires – Percentage of hires who are top performers after a single year of service compared to the total number of hires for specific segments. Total Headcount: College/MBA Recruiting – Total number of workers in the firm’s college/MBA recruiting office by degree. Capacity to express trust in employees’ capability to succeed, especially at difficult assignments; entrusting important rights and duties; letting employees decide freely how they will meet their goals and deal with problems. Accurately anticipates the implications of events or decisions for various stakeholders in the organization and plans strategy accordingly. This clear outlining of KPIs in a scorecard makes it easy to see how short-term KPIs such as reducing turnover can “accrue” value, and are actually an important part of achieving the organization’s long-term financial goals. Encourages groups to resolve problems on their own; avoids prescribing a solution. Important note: You don’t need to use all of the above 48 KPIs in your scorecard. Can be defined as the profit per dollar invested in social compensations/wages. The policy is the tactical … Employees must use their vacation days. Span of Control: HR – The average number of HR personnel reporting to every HR supervisor. Once you’ve defined your human resources KPIs, it’s time to start implementing them by creating a Balanced Scorecard. Approaches challenging tasks with a “can-do” attitude. Interpersonal Communications – Employee is comfortable anticipating sensitive issues and communicating with all parties involved. +1 (970) 579-0900 Recruiting Events per School – Average number of recruiting efforts handled per school, including both full-time and summer apprentice recruitment. : Helps show the company attitude toward a healthy work-life balance. resignations from the company over the total number of terminations in a given time period. Seeks the perspective of everyone involved in a situation. Training & Development Headcount Ratio – The number of company-wide employees per employee under the training and development division. This KPI gauges staffing levels within the HR office. High absenteeism levels affect everyone in the team because other team members must cover the absent employee’s work. : The cost of the workforce as compared to all costs can be measured by summing all salaries and dividing by the total company costs within a given period. Seeks out others involved in a situation to learn their perspectives. Weighs the costs, benefits, risks, and chances for success, in making a decision. Develops clear goals for meetings and projects. Transfer Request Ratio – Number of transfer applications accepted from staff members during the last year divided by the total number of workers at the start of the year. Gives talks or presentations that energize groups. KPIs not only provide an organization with a focus for strategic and operational improvement, but a way to compare achievements to similar organizations. HR Administration Expense as a Percentage of Total HR Expense – Percentage of total HR management-related costs compared to the overall HR Department expenditure. Business Pool to Individual Compensation Cycle Time – Average number of days from the point the business group remuneration pool is determined until individual compensation selections are made. Capacity to communicate coherently in business writing. Ensures that employees have clear goals and responsibilities. Search Sample Formats: employee kpi evaluation form; kpi for resignation; poor kpi letter notice to employee ; No Related Sample Formats. Improve engagement surveys – The engagement survey measures the extent to which employees feel valued at your company. Click Here To Download Key Performance Indicator (KPI) Examples. Competencies dealing with business in conceptual thinking. Activity Breakdown: HR Generalist – The average percentage of HR generalist time directed to these tasks: handling workplace disputes, HR counseling, policy information. Making sure that one’s own and other’s performance and reports are thorough and valid; rigorously prepare for meetings and presentations; see to it that agreements and obligations have been completed. Works to make a particular impression on others. These sample KPIs reflect common metrics for both departments and industries. These valuable KPIs can help optimise candidate sourcing, streamline recruitment process, and help retain employees. Competencies dealing with business in forward thinking. Competencies dealing with people in interpersonal awareness. Quickly identifies the central or underlying issues in a complex situation. Click To Tweet. Develops technical solutions to new or highly complex problems that cannot be solved using existing methods or approaches. Consequently, it is vital to keep track of the supervisor satisfaction metric to ensure that employees remain engaged with their job roles. Can be determined by taking the total company revenue and dividing it by the total number of employees. Capacity to come up with efficient solutions by taking an integrated, conceptual, or theoretical outlook. Develops and proposes a long-term (3-5 year) strategy for the organization based on an analysis of the industry and marketplace and the organization’s current and potential capabilities as compared. Don’t forget to make these steps a routine part of your job: You now have nearly 50 HR KPI examples and know how to put the metrics into play with a balanced scorecard. Clarifies expectations about what will be done and how. Improve turnover/retention – The turnover/retention KPI measures employee engagement by looking at employee turnover versus employee retention. Personal and team development plans and training. : This is a key metric underlying talent retention. Capacity to exhibit attentiveness, proficiency, and achievement in getting teams to cooperate. Proposes new approaches, methods, or technologies. But how do you measure the success of the team? Number of Continuing Education Participants per Year – Yearly average number of workers who engage in firm-sponsored continuing education projects. Ensures that others involved in a project or effort are kept informed about developments and plans. The higher this metric, the happier and more engaged employees are. Writes using concrete, specific language. It doesn’t have to be complex or take a gargantuan effort to create—it could be something as straightforward as an HR KPI dashboard. Can be determined by taking the total price of health care costs divided by all employees. Average Requisition Days on Hold: Managers – Average number of days job postings for managerial level positions were postponed during the hiring procedure. Generalist Reporting Structure – An evaluation showing which every HR generalist report to: HR Chief, Business Group Head, CAO, Regional Chief, dual reporting. HR Key Performance Indicators Examples . The HR strategy follows the organizational strategy. The other primary benefit of a scorecard is that it demonstrates the strategic value of human resources to the leadership team. Market Data Sources – Sources for acquiring market information, by data percentage. Recruiting & Hiring Expense per FTE – The total expenditure of the Recruiting & Hiring management divided by the expenses acquired by enterprise-wide FTEs. Capacity to make sure that information is relayed to others who should be notified. Total Expense: Compensation per Firm-Wide Employee – Total dollar expenditures in offering compensation services during the preceding year divided by the total number of workers at the culmination of that year. Number of Grades (Bands) – Ranks or groups into which positions of the same valuation are classified for compensation objectives (in a point factor systems the ranks are usually determined as grades; in a broadbanding system the ranks are usually determined as bands – grades within bands specify career or occupational grades). Capacity to concentrate on the outcome of one’s own or one’s team’s performance, establish ambitious goals, direct efforts on the goals, and fulfill or exceed them.