As Current HR Trend

) In fact. department. that reflect the critical success factors (of the company. . KPIs are like levers that executives can pull to move the organization in new and different directions. KPIs are perhaps the most powerful. agreed to beforehand. among all the tools available to executives to change the organization and move it in a new direction. project. KPIs focus employees' attention on the tasks and processes that executives deem most critical to the success of the business.Key Performance Indicators ‡ KPI are quantifiable measurements.

. measure the output of past activity. the latter being more powerful because it gives individuals and their managers more time to influence the outcome.Key Performance Indicators contd« ‡ Without KPI an organization will not perform to its maximum There are two major types of KPIs: leading and lagging indicators. such as most financial KPIs. number of sales meetings scheduled for the next two weeks). number of sales meetings today) or in a future state (i. leading indicators either measure activity in its current state (i. whereas lagging indicators. . To do this..e. Leading indicators measure activities that have a significant effect on future performance.e.

HR efficiency KPI 8. Employee loyalty KPI 6. Compensation KPI 9.Job leaving KPI 14. Performance KPI 5.Key Performance Indicators 1. Labor relation KPI 10.HR budget KPI 13. Working time KPI 7. Health and safety KPI 4. Training KPI 3.Workforce information KPI .Employee satisfaction KPI 12.Regulation compliance KPI 11. Recruitment KPI 2.

Recruitment costing KPI ‡ Recruitment costing per position. Track the number of converted submitted resumes to interviews. referral and agency 2. 5. Recruitment source KPI ‡ Number of CVs / per channel ‡ Recruitment source ratio. 3.Recruitment KPI 1. Sourcing costs include advertising. ‡ Recruitment costing per position per channel ‡ Average sourcing cost per hire Average sourcing cost per hire. ‡ Number of qualified candidate compared to resumes. Recruitment efficiency KPI ‡ % recruitment achievement meet hiring plan ‡ % new hires achieving 6 months service ‡ % new hires achieving 12 months service ‡ % new hires achieving satisfactory appraisal at first assessment . 4. Ratio between internal versus external recruits. Selection KPI ‡ Average number of interviews from submitted resumes. ‡ Average time to recruit per position. Recruitment time KPI ‡ Average time to recruit. Calculating from date of recruitment require to date of employee hired.

Training budget ‡ % of HR budget spent on training ‡ Average training costs per employee 7. ‡ % & employee reach competence after training. That is average time it takes until expected competence level is reached. Training satisfaction ‡ Employee satisfaction with training. Training results ‡ % of employees gone through training ‡ Average time to competence. E-learning training ‡ e-learning courses utilized ‡ % of e-learning pass rate . 5. 8. Training certificates ‡ Number of employees completing sponsored MBA programs 4. Training costing ‡ Company training expenditure (% of salaries and wages) 2. 9. Training courses ‡ Number of courses offered ‡ Number of courses implemented. 6. Training hours ‡ Average number of training hours per employee 3.Training KPI 1. Training penetration rate It measures the percentage of employees completing a course compared to total number of employees employed.

‡ Percentage of health and safety representatives positions filled. ‡ 3.Health and safety KPI 1. ‡ Percentage of occupational health and safety committee recommendations implemented. ‡ Lost time (in hours) due to accidents (including fatalities) per year. ‡ Number of reportable accidents year.Health and safety Costing KPI ‡ Cost of solved safety nonconformance for the month.. Health and safety training KPI ‡ Percentage of staff with adequate occupational health and safety training. 5. 4. ‡ Total of hours in safety and health training in the month.Health and safety results KPI ‡ Lost time (in hours) due to non-fatal accidents per year. ‡ Percentage of corrective actions closed out within specified timeframe. ‡ Number of solved safety nonconformance for the month. ‡ Percentage of issues raised by H&S Reps acted. . 2. ‡ Number of reportable non-fatal accidents per year. Health and safety representatives KPI ‡ Percentage of attendance at occupational health and safety committee meetings. ‡ Number of accidents per year. ‡ Percentage of fatal accidents relative to all accidents per year. Health and safety nonconformance KPI ‡ Number of non-conformance per year / quarter. ‡ Health and safety prevention costs within the month.

. abilities. ‡ Performance focus on result of tasks.Performance KPI ‡ What is difference between competence appraisal and performance appraisal? ‡ ‡ Competence focus on capability that include knowledge. skills to perform tasks.

Performance KPI contd« Performance KPI 1. % of appraisals completed on time 2. % of employees above competence 3. % of employees below competence 4. % of employee with their performance decreased compared to last month 7. % of low performing employees 5. % of high performing employees 6. % of employee with their performance increased compared to last month .

.Employee loyalty KPI 1. ‡ You can do this rate by company or department. one division or the rate at each position. Average tenure per employee KPI ‡ The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited. Average time employees are in same job/function KPI ‡ The rate of life cycles of employees = total time served in enterprises of each position / total staff recruited. 2. Employee turnover KPI ‡ Employee turnover = total staff has recruited / total staff as planned. 3. ‡ The rate of this measure can rate the company¶s rate.

5. Average overtime hours per person. Low number is indicator or proper scheduling and reduce opportunity of human fatigue related events. Total time lost by work late. You can use this rate by company or department.Working time KPI 1. % of man days lost due to strike. 3. You can use this rate by company or department. . 2. Lost time due to non-fatal accidents or accidents per year. % of total hours lost to absenteeism. 4.

This rate also should compare to competitor in same business sector.HR efficiency KPI 1. 3. Administration cost per employee. 4. Revenue generated per Full Time Equivalents (FTEs) . This rate should compare to competitor in same business sector. Labor cost as % of sales. 2. Sales turnover per employee. Profits per employee. 5. This rate also should compare to competitor in same business sector.

4. Average income per employee by month When you consider how average income of the company. . Cost rate of benefits. Average income per employee by hour.Compensation KPI 1. .The average income does not reflect accurately the income of the titles in your company. 8. Average income per employee by position. 6. 2. Cost rate of medical insurance. 7. Cost rate of social insurance. 3. Cost rate of workers compensation. help you consider how average income of the company you have or have not matched the market. help you consider how average income of the company you have or have not matched the average income of the sector or to other competitors. 5.When considering the level of income by the average position. Salary rate / sales turnover. .

Labor relation KPI 1. Internal communications KPI ‡ Number of emails issued ‡ Number of bulletins issued ‡ Number of staff briefing sessions conducted 2. Workforce teams KPI ‡ Number of active teams ‡ Number of team meetings 7. % workforce on individual contracts KPI 6. Work/life balance KPI ‡ Number of active flexible work agreements ‡ Number of active working from home agreements ‡ Number of active job sharing agreements 4. Number of unfair dismissal claims KPI 3. % of employees covered by collective bargaining agreements KPI . Number of formal union grievances KPI 5.

6. Number of violations by sector. 5. Costing lost by violation. Time lost by violation. 4. Violation rate by department . Number of big violations per year.Regulation compliance KPI 1. Number of small violations per year. Number of medium violations per year. 3. 7. 2.

4. training. ‡ Attitude about work tasks. . % Average satisfaction by each department. ‡ Attitude about coworkers. ‡ Attitude about promotions. ‡ Attitude about supervisors / managers. 2. % Average satisfaction by field such as: ‡ Attitude about compensation and benefits. % Average satisfaction by new employee. % Average satisfaction.Employee satisfaction KPI 1. 3.

9. 6. 2. 3.HR budget KPI 1. Average cost of training per year. Human resources cost per sales turnover. Salary budget ratio / sales turnover. 7. Training cost per employee. Health safety cost per year. 5. 4. % training cost / sales turnover. . Average cost of recruitment per year. Compensation and benefit cost / sales turnover per year. 8. Average cost of recruitment per staff.

Job leaving ratio per year. Job leaving ratio per department.Job leaving KPI 1. Attitude of employee who leave job: ‡ Satisfaction ratio with wages/salary/benefits ‡ Satisfaction ratio with conditions/physical work environment ‡ Satisfaction ratio with job ‡ Satisfaction ratio with personal relations ‡ Satisfaction ratio with participation and recognition ‡ Satisfaction ratio with opportunities for development ‡ Number of employees who would seek re-employment with company . 5. 4. Percentage of early retirements. Average age of employees that retire. 3. 2.

Number of employees aged 45±55 10. Number of employees aged 35±45 9. Number of Full Time Employees 5. Number of employees aged 25±35 8. Number of employees aged under 25 7. % ratio of surplus . % ratio of salaried staff to waged staff 14. Average length of service (terminating employees) 13. Number of Part Time Employees 6.Workforce information KPI 1. HR FTEs as % of total workforce (FTEs) 3. Percentage of outstanding employee probation reports. 4. Number of FTEs in HR 2. Number of employees aged over 55 11. Average length of service (current employees) 12.

Sign up to vote on this title
UsefulNot useful