Is confident of own ability to accomplish goals. Maintains eye contact when speaking with others. : Helps understand how much effort is being put into maintaining and improving employee happiness. Improve job satisfaction – The job satisfaction KPI measures how happy and engaged employees are with their job roles at any given point in time. 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. Internal Job Posting Percentage – Percentage of job postings on the internal job postings system compared to the total number of job postings. Limited-Time Special: Download All Products Today 60% Off >> Rated #1 Excel Dashboards, Scorecards and KPIs Reports. Competencies dealing with business in forward thinking. Gives people assignments that will help develop their abilities. Total Expense: Benefits per Benefits Employee – The total dollar expenses in offering benefits services during the preceding year, divided by the total number of benefits employees at the culmination of that year. : The number of business days it takes to resolve payroll error reported by employees. It’s almost inevitable that your measures will change at some point and it will benefit you to get out ahead of this. 9am – 5:00pm EST Shares ideas and information with others who might find them useful. Market Data Sources – Sources for acquiring market information, by data percentage. Key performance indicators for compensation measure an assistant’s efforts to help process payroll efficiently and accurately. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Turnover Rate: Involuntary – The total percentage of forced separations over a specific term compared to the total number of company-wide staff members. Routinely walks around to see how people are doing and to hear about any problems they are encountering. Notices and accurately interprets what others are feeling, based on their choice of words, tone of voice, expressions, and other nonverbal behavior. Involves others in a process or decision to ensure their support. Recruiting Events per School – Average number of recruiting efforts handled per school, including both full-time and summer apprentice recruitment. HR Administration Expense per Firm-Wide Employee – Total HR management-related costs divided by the total number of enterprise-wide FTEs. Cost per Hire – The average cost acquired by the HR office to fill one available role within the firm. email@example.com, 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. Regulatory Compliance Expense per Employee – The total dollar expenses in offering regulatory compliance during the preceding year, divided by the total number of firm-wide employees at the culmination of that year. Supporting annual benefits renewals, as required, in collaboration with the Head of Global Benefits, the Regional Benefits broker and the Regional Talent Partner and working with the Regional Broker to ensure effective cost tracking of all benefits per country including statutory benefits costs and fringe benefits and perks, consolidating benefit … Sample Compensation and Benefits Resume Objectives. Key performance indicators with functional knowledge are significant to have an entry level of responsibilities. Questions others to assess whether they have thought through a plan of action. Capacity to foresee the indications and repercussions of situations and take the right action to be ready for any probabilities. Promotes cooperation with other work units. We serve most industry types effectively. Candidate Notification Cycle Time – Percentage of staff members who abandon the company after the initial year divided by the total number of staff members within that year. Since HR departments typically aren’t included in the strategic planning process, creating an HR scorecard is a way to expose the department’s contributions in concrete, clearly understood metrics at the executive level. ER Issue Resolution Cycle Time – Average number of hours needed to settle the following types of ER concerns: general issues (flexible work structure); serious issues (sexual assault) potential lawsuit, labor conflicts. Click Here To Download Key Performance Indicator (KPI) Examples. Percentage of Positions Filled Externally – The total percentage of jobs occupied by external candidates compared to the overall number of new employees over a specific term. Takes a personal interest in others (e.g., by asking about their concerns, interests, family, friends, hobbies) to develop relationships. Well-known organizations and enterprises from all over the world regularly discuss how important it is to hire and retain the right talent, and this ability is often regarded as one of the greatest predictors of organizational success. Keeps his/her manager informed about progress and problems; avoids surprises. But what is important is that you share both positive and negative results. A diverse employee pool results in vibrant, healthy work culture and improves employee engagement. Identifies and promptly tackles morale problems. If this metric is high, then your employees are not as engaged as they should be. Average Requisition Days on Hold: Staff – Average number of days job postings for staff level positions were postponed during the hiring procedure. Competencies dealing with people in interpersonal awareness. HR admin and payroll positions must have KPIs in place to measure and monitor: Accuracy and proper management of payroll data. : Helps a company see how quickly new hires are being onboarded. Payroll Expense per Employee – Total dollar expenses in providing payroll during the past year divided by the total number of workers at the end of that year. Recognizes and reinforces people’s developmental efforts and improvements. Healthcare Expense per Covered Employee – The average amount of health insurance costs accumulated by the firm, for each staff member protected by company health insurance. : This metric is particularly important for any organization developing a strategic workforce plan. Approaches a complex task or problem by breaking it down into its component parts and considering each part in detail. 1. Capacity to make sure that information is relayed to others who should be notified. Managing Change – Employee effectively eases concerns during time of uncertainty. Signals own commitment to a process by being personally present and involved at key events. Identifying what needs to be done and takes action before being asked or the situation requires it. Typically done by evaluating performance reports. : This ratio measures how many people already working at a company are considered for internal promotion versus the number of externally attracted people. 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. A KPI Dashboard Template makes it easy to analyze key performance indicators and visualize trends, use this extensive list to get an idea of what like-minded organizations may be looking at. : Helps the company understand how comfortable new hires feel after their training vs. before. 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. They could involve on-campus visits, interviews, and events, administrative duties, and handling marketing efforts. : Keeps track of how successfully the organization is creating an environment that fosters an open and accepting community. Gives honest and constructive feedback to other team members. Finds non-threatening ways to approach others about sensitive issues. Likeability – I enjoy meeting with this employee outside of work. Your department’s efforts will generate employee goodwill, even if outcomes are different than expected. Responsibilities includes employee’s right to have a fair practices to work safety and with benefits structure. Employees who are not happy will leave to find employment where they can be happy at work. Improve vacation days used – The vacation days used KPI measures the number of vacation days an employee has used. The training and development office aims to boost the firm’s performance by teaching and constantly developing employee skills. : This allows a company to see how satisfied an employee is with specific benefits they are offered. HR KPI … 1901 N. Moore Street, Suite 502 | Arlington, VA 22209 | 866-568-0590 | [email protected], Copyright © 2020 Ascendant Strategy Management Group LLC d/b/a ClearPoint Strategy |, Note: We’re not suggesting nor advocating for you to begin measuring all of these KPIs. Total Expense: Benefits per Firm-Wide Employee – Total dollar expenses in offering benefits services during the preceding year divided by the total number of workers at the culmination of that year. Can be calculated by looking at the number of employees who retired as a percentage of the headcount. Competencies dealing with business in conceptual thinking. It provides the means to monitor workforce indicators, analyze workforce statistics, diagnose issues, and calculate financial impacts. 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. Develops and uses systems to organize and keep track of information or work progress. : Keeps tabs on the growth of the company workforce over time. Among the most popular 25 KPI examples for the compensation and benefits function in 2011-2012, top 3 is made of: # Fringe benefits to basic salary ratio $ Value of sick leave per full time equivalent employee (FTE) $ Benefit expense per full time equivalent (FTE) Tailors written communications to effectively reach an audience. We've provided a quick summary of our favorite 48 human capital KPIs that you may want to consider implementing. Capacity to be accountable for own’s conduct. Seeks out and builds relationships with others who can provide information, intelligence, career support, potential business, and other forms of help. Controls his/her response when criticized, attacked or provoked. Ensures that everyone understands and identifies with the unit’s mission. Improve turnover/retention – The turnover/retention KPI measures employee engagement by looking at employee turnover versus employee retention. The health care cost per employee – The health care cost per employee measures the total cost of health care incurred by the company for all of its employees, including the health insurance premiums, for each employee working for the company irrespective of whether they are covered under its health plan. HR generalists are in charge daily HR activities like keeping HR data system records and organizing reports from the database, establish department goals, targets and systems, setting up interviews and execute other functions assigned and required by the company management. Human Resource KPIs include the identification of an organization’s staffing needs, succession planning, the implementation of successful recruitment strategies, employee retention strategies, the management of the KPI process within the organization, management and implementation of employee training and development roadmaps, the handling of employee remuneration packages upon employment, and the fostering of organizational innovation and business initiatives.