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Glossary of Human Resources Management and Employee Benefit Terms
Responsibility for tracking HR KPIs typically lies with:
The key HR KPIS for HR performance are
1. Human resources (HR) KPIs
HR KPIS are essential for measuring the effectiveness of HR activities and strategies within an organization.
2. Employee turnover rate
This KPI measures the rate at which employees leave the organization. A high turnover rate may indicate dissatisfaction with workplace culture, compensation, career prospects, or management practices.
3. Time to hire
The average time it takes to fill a vacancy from when the job is posted until an offer is accepted. This metric helps assess the efficiency of the recruitment process.
4. Employee satisfaction score
Typically derived from regular surveys, this score reflects how happy employees are with their workplace environment, culture, and their roles. It is a direct indicator of the overall morale within the company.
5. Training effectiveness score
Evaluates the impact of training programs on employee performance and development. This can be measured through changes in work quality, productivity, and professional growth following training sessions.
6. Absenteeism rate
Tracks the frequency and duration of unscheduled absences among employees. High rates can indicate deeper issues such as job dissatisfaction, poor work-life balance, or inadequate health and wellness support.
7. Cost per hire
Calculates the total cost associated with recruiting a new employee, including advertising fees, recruiter salaries, administrative costs, etc. This KPI helps HR to optimize recruitment strategies financially.
8. Retention rate
Measures the percentage of employees who remain with the company for a certain period, typically annually. This KPI is crucial for assessing the effectiveness of retention strategies and overall job satisfaction.
HR professionals can enhance their understanding of HR KPIs through various resources:
1. Professional HR Associations
Organizations like SHRM (Society for Human Resource Management) offer a wealth of resources, including courses, webinars, and publications that focus on HR metrics and how to interpret them.
2. Online courses and certifications
Websites like Coursera, Udemy, and LinkedIn Learning offer specialized courses in HR analytics that cover essential KPIs and their applications.
3. HR analytics conferences and seminars
Attending industry conferences provides insights into the latest trends and practices in HR analytics and KPI tracking.
4. Books and journals
Several publications are dedicated to HR metrics and performance measurement, providing in-depth explanations and case studies.
5. HR software vendors
Many HR software systems include analytics capabilities, and vendors often provide training and support to help HR professionals make the most of these tools.
Responsibility for tracking HR KPIs typically lies with:
A company should focus on HR KPIs as soon as it has a sizable workforce and structured HR processes. Early attention to these metrics can:
HR KPIs play a crucial role in shaping and maintaining a positive company culture by:
HR KPIs significantly impact employee satisfaction in several ways:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
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