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Workforce Demographics Metrics

In my opinion, workforce demographics part of the annual hr reports is mostly treated as
undervalued or disregarded data. It may be true, if you only talk about the headcount numbers
and finalize it. But there are many other measurements than headcount figures in order to add
more value to the data and transform it to a useful information for senior management.

Workforce Growth Rate: The growth of workforce size is one of the most common
metrics on workforce demographics. It may be much more useful to compare temporary
excluding totals. The formula may be calculated as; End of Period Headcount / Beginning
of Period Headcount.

Gender Diversity: Reporting on diversity is another common practice. The percent of
employees who are female or male, and the corresponding fractions based on
management levels. It may be simply calculated as; Female Headcount / Headcount ; or
Male Headcount / Headcount.

Female Management Percent: As another metric, the percent of executives who are
female also reflect some important messages on gender diversity within an Organization.
The formula is; Female Executive Headcount / Total Executive Headcount. (Executives
may be treated as middle level and above managerial posts).

Average Age: Average age within an Organization may be an important and practical
indicator inside Demographics part. It is; Total Age / Headcount. You may also calculate
it separately for your management team, or for your staff personnel. Then these must be
formulated as; Total Management Team Age / Management Headcount; or Total Staff
Age / Staff Personnel Headcount.

Average Tenure: Another practical measure is the average length of service in an
Organization which can be calculated as; Total Tenure / Headcount. You may also
calculate it separately for your management team, or for your staff personnel. Then these
must be formulated as; Total Management Team Tenure / Management Headcount; or
Total Staff Tenure / Staff Personnel Headcount.

Rookie Ratio: Rookie is generally accepted as any employee whose length of service is
less than two years. It is up to you whether to include or not the temporary personnel. The
formula is; Headcount with 0 to 2 years of service / Headcount.

Percent of Employees Eligible for Retirement in 5 Years: Succession planning and the
development of candidates is one of the most critical task for HR people. In order for
Organizations to manage themselves during such processes information on the percent of
workforce that is eligible for retirement must be tracked. So, Employees Eligible for
Retirement in 5 yrs / Headcount formula may help you to find out such data.

Headcount of employees Born Between 1943 and 1960 / Headcount total.  Generation Y Percent: Headcount of employees Born in or After 1982 / Headcount total. As those needs are changing.Y and Baby Boomers are longly discussed. it is critical for HR people to adapt their practices according to those changes. In order to follow up the percent of employees who are part of Baby Boomer generation. Retention Metrics  Retention Rate: In order to quantify the percent of employees who remained with the Organization. Career Path Ratio: In order to follow up the percent of employee movement that is upward within an Organization. knowledge is critical in order to sustain competitive advantage. career path ratio can be calculated as. Promotions / (Promotions + Transfers). you must simply follow the formula. Total Retirement Tenure / (Total Tenure + Total Retirements Tenure). End of Period Headcount / (Beginning of Period Headcount + External Recruits)  Organizational Knowledge Loss Rate: In an Organization. .  Baby Boomer Percent: You may also noticed that in most of the articles. may cause serious damages on business success. Generation X. The formula for calculating the loss. Total Retirements / Headcount.  Retirement Rate: Percent of employees who retired from the Organization may be calculated as. and how the needs of each generation vary.  Generation X Percent: Headcount of employees Born Between 1961 and 1981 / Headcount total. Any loss. Here the term "transfers" is used for lateral movements.