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Human Resource Metrics
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<!DOCTYPE html PUBLIC "-//ABISOURCE//DTD XHTML plus AWML 2.2//EN" "http://www.abisource.com/2004/xhtml-awml/xhtml-awml.mod"><html xmlns="http://www.w3.org/1999/xhtml" xmlns:awml="http://www.abisource.com/2004/xhtml-awml/"> <head> </head> <body> <div> <p style="text-align:center"> <span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">HR METRICS</span> </p> <p style="text-align:center"> </p> <p style="text-align:justify"> <span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">A human-resources department or HR department of an organization performs</span><a href="https://en.wikipedia.org/wiki/Human_resource_management"><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">human resource management</span></a><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">, overseeing various aspects of</span><a href="https://en.wikipedia.org/wiki/Employment"><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">employment</span></a><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">, such as compliance with</span><a href="https://en.wikipedia.org/wiki/Labor_law"><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">labor law</span></a><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff"> and employment standards, administration of</span><a href="https://en.wikipedia.org/wiki/Employee_benefit"><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">employee benefits</span></a><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">, organizing of employees files with the required documents for future reference, and some aspects of</span><a href="https://en.wikipedia.org/wiki/Recruitment"><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">recruitment</span></a><span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff"> and employee offboarding.</span> </p> <p style="text-align:justify"> </p> <p style="text-align:justify"> <span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">HR metrics, or human resources metrics, are key figures that help organizations track their human capital and measure how effective their human resources initiatives are. Measuring this kind of information, what’s working well, what needs improvement, and what trends to expect in the future helps organizations figure out their people strategy. HR reports influence organization’s strategy to varying degrees. If an organization hopes to make informed, strategic choices for the future, it’s clear that HR metrics need to be a piece of that puzzle.</span> </p> <p style="text-align:justify"> </p> <p style="text-align:justify"> <span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">HR metrics fit broadly into three main categories. They are “HR process efficiency, operational effectiveness, and strategic realignment. Each represents a separate domain in which organizations can and do conduct workforce analytics.” The HR process efficiency “metrics focus on how well the HR department accomplishes critical HRM processes that support organizational effectiveness. Metrics in this area might include cost per hire, days to fill positions, percentage of performance reviews completed on time, and HR department costs as a percentage of total costs or as a percentage of sales.” These metrics create credibility for the HR department. Although they may not directly affect the organizational effectiveness as a whole, they are important to ensure that the HR department is running at its optimal level.</span> </p> <p style="text-align:justify"> </p> <p style="text-align:justify;margin-bottom:23.000000pt"> <span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">All of this data is important, for the HR metrics to have a real impact on the organization, First, analyze the data and draw conclusions from it. Producing lots of data can bring a false sense of productivity.</span> </p> <p style="text-align:justify;margin-bottom:23.000000pt"> <span style="font-size:12pt;font-family:'Times New Roman';background:#ffffff">Second, the main purpose of HR metrics is to help the organization make better, more informed decisions. If data that does not contribute to larger decisions, then it may be time to adjust the reporting strategy. After all, the report states, “Any metric that does not lead to action is not worth the time and effort to calculate and report it.”</span> </p> <p style="text-align:justify;margin-bottom:XX.XXXXXXXX"> <span style="XXXX-size:XXXX;font-XXXXXX:'XXXXX New XXXXX';XXXXXXXXXX:#ffffff">Third, XXXXXXXX the right XXXXXXXX for XXXX HR XXXXXX. Not XXXXX XXXXXX XX XXXXX to be XXXXXXX useful for XXXXX team. Some XXXXXXX, like new-hire XXXXXXXX or time-XX-hire, XXXX XX XXXXXXXXXX XXXXXXX XXX XXXX XXXXXXXXXX XXXX, XXX they XXXXX XXX be XX relevant.</span> </p> <p style="XXXX-align:XXXXXXX;margin-XXXXXX:XX.000000pt"> <span style="XXXX-XXXX:12pt;font-family:'XXXXX New XXXXX';XXXXXXXXXX:#ffffff">XXXXXX, XXX organization XXXX determine XXX own XXXXX XXX XXXXXXX. XXXXX is no XXXXXXXXX magic number for XXXX the turnover rate should XX or XXXX the training XXX employee XXXXXX cost. XX XXX XXXXXXX on XXX organization’s specific circumstances. So, the organization should have a XXXX XXX each XXXXXX that XXXXXXX relates to XXX organization’s overall success.</span> </p> <p style="text-align:justify;XXXXXX-bottom:X.000000pt;XXXXXX-top:X.000000pt"> <a XXXX="_bgmz3rsih0n3"> </a> <span style="XXXX-XXXX:17pt;color:#212529;XXXXXXXXXX:#XXXXXX">XXXXXXX for a XXX-Sized Company(1000-3000)</span> </p> <p style="XXXX-XXXXX:justify;margin-bottom:12.XXXXXXXX"> </p> <p style="XXXX-align:justify;margin-bottom:12.XXXXXXXX"> <span style="XXXX-XXXX:XX.5pt;XXXXX:#212529;XXXXXXXXXX:#XXXXXX">The XXXX XXXXXXXXX of metrics XX XXXXXX XX XXXXX XXXXXXX are not XXXXXX XXXX XXXXXXXXX XXX XXXXXXX that information XX XXXXXX XXXX insight. XX is XXXXXXXX a waste XX time to report metrics for XXX XXXX XX it. XXX XXXXXXX purpose of XXXXXXXXX is to XXXXXXX XXX improve decision XXXXXX. XXX XXXXXX XXXX does XXX lead XX action XX XXX XXXXX the time XXX effort XX XXXXXXXXX and XXXXXX. Therefore XXXX XXXXXXX should XX considered based XX the XXXXXXX XXXXXXXX XXXXXXXXXXX, and XXXXXX XXXXXX XX XXXXX XX the factors XXXX XXXXXXXXX XX the business, XXX on XXXXXX or XX those adopted XX others. XXX XXXXXXXXX, XXXXXXXXXXX XXX handful of XXXXXXXXX XXXX XXXXXXX XXXXX Capital Management to XXXXXXXXXXXX XXXXXXXX XXX XXX XXXXX and objectives is XXX XXXX important step in making XXXXXXX meaningful XX XXX XXXXXXXXXXXX. XXXXXXXXXXXXX should XXXXXXX HR metrics in XXX HR XXXXXXXXXX XXXXX XXXX as XXXXXX acquisition, XXXXXXXX and development, XXXXXXXXXXX management, XXXXXXXXXXXX XXXXXXXXXXXXX, and benefits XXX compensation. This XX because key XXXXXXX XXXX XXXXX functional areas will provide XXXXXXXX insight to XXXX XXXX XXXXXX human XXXXXXX decisions and XXXXXXX improvements XX XXXXXXX the full XXXXXXXXX XX an XXXXXXXXXXXX’s XXXX prized asset; XXX XXXXXX. The XXXXXXXXX metrics XXX suggested XX must XXXXX XXX a XXX-sized XXXXXXX.</span> </p> <span style="XXXXXXXXXX:#XXXXXX"></span><span style="XXXX-XXXX:XX.XXX;color:#XXXXXX;background:#XXXXXX">Time to fill: “XXXX to XXXX an Open XXXXXXXX tracks XXX time that XXXXXX XXXXXXX publishing a XXX XXXXXXX and actually getting a XXX offer XXXXXXXX.” This XXXXXXX may XXXXXXX crucial XXXXXXXXXXX XXXXX ineffective XXXXXXXXXXX or recruitment XXXXXXXXXX or XXXXXXXXXX XXXXXXXX XXXXXXXX XX the time XXXXX to XXXX a position is XXXX than XXXXXXXXXXX. XX XX XXXX a XXXXXXXX of productivity. The sooner a position is XXXXXX, the faster XXX business need XX met XXX XXXX implies XXXX sales, XXXX XXXXXXXXXXXX XXX XXXXXX XXXXXXX.</span><span style="background:#XXXXXX"></span><span style="XXXX-size:XX.XXX;color:#212529;background:#ffffff">Turnover XXXXX: Turnover XXXXX XXXXXX the XXXXXX of XXXXXXXXX XXX XXXXX in a XXXXXX of time XXXX XXXXX that XXX company XXXXXXX to replace. XXXXXXXXX turnover rates XXXXXXX clarity about whether XXXXXXXXX strategies adopted by XXX company XXX working. XX can XXXX be a useful indicator of organizational XXXXXXX and XXXX a XXX XX measure employee’s XXXXXXXXXX for the organization as an XXXXXXXX of choice.</span><span style="XXXXXXXXXX:#ffffff"></span><span style="XXXX-size:11.XXX;color:#XXXXXX;XXXXXXXXXX:#XXXXXX">Employee engagement and XXX Satisfaction rates: XXXXX XXXXXXX determine how happy XXXXXXXXX are at an XXXXXXXXXXXX. XXX XXXXXXX an XXXXXXXX XX, XXX more productive, the creative and XXXX XXXXXXXXX he XX to XXX workplace. Granted XXXX is harder XX measure objectively, XXX XXXXXXX XXXXXXX to determine employee satisfaction and engagement will help companies XXXXXXX their XXXXXXXXX. XX XXXX XX XXXXXXXXXXXX to XXX employees XXXX measures XX enhance engagement and job satisfaction will be XXXXX XXXXX XX XXXXXX results.</span><span style="XXXXXXXXXX:#XXXXXX"></span><span style="font-XXXX:XX.5pt;color:#212529;XXXXXXXXXX:#ffffff">XXXXXXX: “XXXXXXXX XXXXXXX XXXXX a XXXX indication of how productive XXXX existing XXXXXXXXX XX. While it XXXXX’t tell you how XXXXXXXXXX your XXXXXXXXX are during XXXXX active XXXXX, it certainly XXXXX you how many XXXXX they are putting XXXX the XXXXXXXX.”</span><span style="background:#ffffff"></span><span style="font-XXXX:XX.XXX;XXXXX:#212529;background:#ffffff">Average XXXXXXXXXXX rating: Tracking XXXX XXXXXX allows XXXXXXXXX to know how XXXXXXXXXXX XXXXX performance management XXXXXXXX XXX working.</span> <p style="text-XXXXX:XXXXXXX"> </p> <p style="XXXX-XXXXX:justify"> <span style="font-size:12pt;XXXX-XXXXXX:'Times New Roman';XXXXXXXXXX:#XXXXXX">HR XXXXXXX are XXXXXXXXXX XXXX XXXXXX XX to track and measure XXXXXXXXXXX XX different aspects XXX</span><a href="XXXXX://XXX.XXXXXXXXXXXXX.XXX/blog/predictive-XXXXXXXXX-human-XXXXXXXXX/"><span style="XXXX-size:XXXX;XXXX-family:'XXXXX XXX Roman';background:#XXXXXX">XXXXXXXXXX predict the future</span></a><span style="font-size:12pt;XXXX-family:'Times XXX XXXXX';XXXXXXXXXX:#ffffff">. XXXXXXX, not all XX metrics are created XXXXX. The XXXX XXXXXXXX XX metrics are</span> </p> <p style="text-XXXXX:justify"> <span style="font-weight:XXXX;XXXX-size:12pt;XXXX-family:'Times XXX Roman';background:#ffffff">XXXXXXXXXXXXXX XXXXXXXXXXX</span> </p> <span></span><span style="XXXX-size:XXXX;font-family:'XXXXX New Roman';XXXXXXXXXX:#ffffff">Turnover XXXXXXXXXXX</span><span></span><span style="font-size:12pt;font-family:'Times XXX Roman';XXXXXXXXXX:#XXXXXX">% of regretted XXXX</span><span></span><span style="XXXX-XXXX:XXXX;XXXX-XXXXXX:'XXXXX XXX XXXXX';background:#XXXXXX">Statistics XX why XXXXXXXXX is XXXXXXX</span><span></span><span style="font-size:12pt;XXXX-family:'Times New Roman';background:#XXXXXX">XXXXXXX percentages XXX behavior</span><span></span><span style="font-XXXX:12pt;font-family:'XXXXX New XXXXX';XXXXXXXXXX:#XXXXXX">Recruitment</span> <ul> <li> <span style="XXXXXXXXXX:#XXXXXX"></span><span style="XXXX-weight:XXXX;font-size:12pt;font-family:'Times New XXXXX';background:#ffffff">XXXXXXXXX</span><span style="font-XXXX:XXXX;font-family:'XXXXX New XXXXX';XXXXXXXXXX:#XXXXXX">: XXX total number XX XXXXXXXXX in your XXXXXXXXXXXX or XXXXXX a specific department you may be tracking.</span> </li> <li> <span style="XXXXXXXXXX:#XXXXXX"></span><span style="font-XXXXXX:bold;font-size:12pt;font-XXXXXX:'Times New Roman';XXXXXXXXXX:#XXXXXX">XXXXXXXXXXXX</span><span style="XXXX-XXXX:XXXX;XXXX-family:'Times New XXXXX';XXXXXXXXXX:#XXXXXX">: XXX XXXXXXXXXXXXXXX of XXXX XXXXXXXXX XXXX XX age, gender, XXXXXXXXX XXXXX, XXX length of XXXXXXX.</span> </li> <li> <span style="background:#XXXXXX"></span><span style="XXXX-weight:bold;XXXX-XXXX:12pt;XXXX-XXXXXX:'Times XXX XXXXX';background:#XXXXXX">XXXX to Hire:</span><span style="font-size:XXXX;XXXX-family:'Times New XXXXX';background:#ffffff"> The XXXXXXX number XX days between XXXX a XXX XX XXXXXX and XXXX a XXXXXXXXX accepts your offer. XX XXXXXXXXX metric XXX XXXXXXXXXXX XX XXX ‘time to XXXX’. This XX the number of days XXXXXXX a XXXXXXXX XXXXXXX XX XXX a XXXXXXXXX signing the XXX XXXXXXXX. XX’s an XXXXXXXXX XXX XX measure the XXXXXXXXXX of the XXXXXXXXXXX XXXXXXX and XXXXXXXX insight into XXX difficulty XX XXXXXXX a certain job XXXXXXXX.</span> </li> <li> <span style="background:#ffffff"></span><span style="font-weight:bold;XXXX-XXXX:XXXX;XXXX-family:'Times XXX XXXXX';XXXXXXXXXX:#XXXXXX">Acceptance Rate:</span><span style="XXXX-XXXX:12pt;font-XXXXXX:'Times XXX XXXXX';background:#ffffff"> XXX number of offer letters your XXXXXXXXXXXX XXXXXXX divided XX the number XX XXXXXXXXXX who XXXXXX an XXXXX.</span> </li> <li> <span style="XXXXXXXXXX:#XXXXXX"></span><span style="font-weight:bold;font-XXXX:XXXX;XXXX-family:'Times XXX XXXXX';background:#ffffff">XXXX per Hire:</span><span style="font-size:XXXX;XXXX-family:'XXXXX XXX XXXXX';XXXXXXXXXX:#ffffff">XXXXXX shows how much it XXXXX XXX company XX hire XXX XXXXXXXXX. XXXX XXXX serves as an XXXXXXXXX XX XXX XXXXXXXXXX of XXX XXXXXXXXXXX process. XXXXXXXX this XXXXXX XX adding up XXXX internal XXX external hiring costs XXXX dividing that total by XXX number XX employees you hired in a given XXXXXX.</span> </li> <li> <span style="XXXXXXXXXX:#ffffff"></span><span style="font-weight:bold;XXXX-size:12pt;XXXX-family:'XXXXX New XXXXX';XXXXXXXXXX:#XXXXXX">Time XX Productivity</span><span style="font-XXXX:12pt;font-XXXXXX:'Times New Roman';XXXXXXXXXX:#ffffff">: The XXXX it XXXXX for XXX XXXXX XX become acclimated at XXXX XXXXXXXXXXXX XXX start working XX full XXXXXXXXXXXX.</span> </li> <li> <span style="background:#XXXXXX"></span><span style="font-XXXXXX:bold;font-size:12pt;font-XXXXXX:'XXXXX XXX XXXXX';XXXXXXXXXX:#XXXXXX">XXX-Hire Turnover</span><span style="XXXX-size:XXXX;XXXX-family:'XXXXX New XXXXX';XXXXXXXXXX:#ffffff">: XXX number of XXX hires XXX leave within a XXX XXXXXX XX XXXX, such as XXXXXX XXXXX first year of employment.</span> </li> </XX> <p style="text-align:XXXXXXX"> <span style="font-XXXXXX:bold;XXXX-size:XXXX;XXXX-XXXXXX:'XXXXX XXX XXXXX';XXXXXXXXXX:#XXXXXX">HR XXXXXXXXXX</span> </p> <span></span><span style="font-XXXX:XXXX;font-XXXXXX:'XXXXX XXX Roman';XXXXXXXXXX:#XXXXXX">HR efficiency (e.g. XXXX to XXXXXXXXX HR XXXX-service tickets)</span><span></span><span style="font-size:XXXX;font-XXXXXX:'Times New Roman';background:#XXXXXX">XX XXXXXXXXXXXXX (e.g. perception of XX service quality)</span> <p style="text-XXXXX:justify"> <span style="XXXX-XXXX:XXXX;font-XXXXXX:'Times XXX XXXXX';background:#XXXXXX">HR XXXXXXX XXX XXXXXXXXXX that enable XX XX track and XXXXXXX XXXXXXXXXXX on XXXXXXXXX XXXXXXX XXX</span><a href="https://XXX.XXXXXXXXXXXXX.com/blog/XXXXXXXXXX-analytics-XXXXX-XXXXXXXXX/"><span style="XXXX-XXXX:12pt;font-family:'Times XXX XXXXX';background:#XXXXXX">ultimately predict XXX XXXXXX</span></a><span style="font-XXXX:12pt;font-family:'XXXXX New Roman';background:#ffffff">. However, not all HR metrics XXX XXXXXXX equal. XXX most valuable XX metrics are</span> </p> <p style="XXXX-XXXXX:XXXXXXX"> <span style="XXXX-weight:XXXX;font-size:12pt;XXXX-XXXXXX:'Times XXX Roman';XXXXXXXXXX:#ffffff">Process optimization</span> </p> <p style="text-align:XXXXXXX"> <span style="font-XXXX:12pt;font-family:'XXXXX New Roman';background:#ffffff">Process optimization helps to XXXXXXX how XX do XXXX XX XX in Human XXXXXXXX XXXXXXXXXX. XXX HR metrics XXX XXXXXXXXX in XXXX XXXX XXXXX XX changes in HR efficiency XXX XXXXXXXXXXXXX XXXX time. These HR metrics and analytics are XXXX used XX XX-XXXXXXXX XXX XXXXXXXX what XX XXXXXXXXX in HR. XXXX helps to XXXXXXXX XXX Human XXXXXXXX XXXXXXXX XXXXXXX. Process XXXXXXXXXXXX XXXXXXX XXX next-level. They are XXXXX XXXX XXXX in XXXXXX organizations XX XXXX require a very XXXX XXXXX XX both data XXXXXXXX XXX analytics XXXXXXXX.</span> </p> <p style="XXXX-XXXXX:XXXXXXX"> </p> <p style="XXXX-align:justify"> <span style="XXXX-XXXXXX:bold;font-XXXX:XXXX;font-family:'XXXXX XXX Roman';XXXXXXXXXX:#ffffff">Engagement XXX XXXXXXXXX</span> </p> <p style="XXXX-align:XXXXXXX"> <span style="font-XXXX:XXXX;font-family:'Times XXX Roman';background:#ffffff">An XXXXXXX XXXXXXXXX is a productive XXXXXXXXX. XXXXXXXXXX XXXXX be XXX XXXX important ‘soft’ XX outcome. XXXXXX who like their XXX XXX XXX XXX XXXXX of XXXXX XXXXXXX XXX XXXXXXXXX XXXX engaged, XXXX if XXX work XXXXXXXXXXX XX stressful and XXXXXXXX XX high. Engaged employees XXXXXXX better XXX are more XXXXXX to XXXXXXXX stress as an XXXXXXXX challenge, not as a burden. XXXXXXXXXXXX, XXXX engagement XX an important metric XXX a team manager’s XXXXXXX.</span> </p> <span style="background:#ffffff"></span><span style="XXXX-XXXXXX:XXXX;XXXX-XXXX:XXXX;font-family:'XXXXX New Roman';background:#XXXXXX">Employee Satisfaction:</span><span style="XXXX-size:12pt;XXXX-XXXXXX:'XXXXX XXX XXXXX';background:#ffffff">XXX number XX employees XXX would XXXXXXXXX XXXX XXXXXXX as a XXXX XXXXX XX XXXX versus XXX XXXXXX XX employees who XXXXXX’t, XXXXXXXXXX overall employees satisfaction (an employee XXX Promoter XXXXXX℠*</span><a XXXX="https://XXX.XXXXXXXX.XXX/employee-XXX-promoter-XXXXX-software/"><span style="font-size:XXXX;XXXX-family:'XXXXX XXX Roman';background:#ffffff">XXXX ours</span></a><span style="font-size:XXXX;XXXX-XXXXXX:'Times New Roman';background:#XXXXXX"> can XXXX you XXXXXXX XXXX).</span><span style="XXXXXXXXXX:#ffffff"></span><span style="XXXX-XXXXXX:bold;XXXX-XXXX:XXXX;font-XXXXXX:'XXXXX New XXXXX';XXXXXXXXXX:#ffffff">XXXXX Turnover XXXX:</span><span style="XXXX-XXXX:XXXX;XXXX-XXXXXX:'Times New XXXXX';background:#ffffff"> XXX number of employees XXX XXXXX your organization within a XXXXX period XX time divided XX the XXXXXXX XXXXXX XX XXXXX employees (then XXXXXXXXXX by 100 XX XXXX XX XXXX a percentage). XXXX XXXXXXXX XXXX, for XXXXXXXX, a XXXXXXXXXXX XXXXXX, XXX ‘XXXXXXXX’ metric can track XXX difference in XXXXXXXXX in high and low XXXXXXXXXX.</span><span style="background:#ffffff"></span><span style="XXXX-XXXXXX:XXXX;font-XXXX:12pt;font-XXXXXX:'Times XXX Roman';background:#ffffff">XXXXXXXXX Turnover XXXX:</span><span style="font-XXXX:12pt;XXXX-family:'XXXXX XXX Roman';background:#XXXXXX">XXX turnover rate XXXXXXXXX only XXXXX XXXXXXXXX who leave XXXX organization XXXXXXXXXXX.</span><span style="XXXXXXXXXX:#ffffff"></span><span style="XXXX-XXXXXX:bold;XXXX-XXXX:XXXX;font-family:'Times XXX XXXXX';XXXXXXXXXX:#ffffff">Talent Turnover XXXX:</span><span style="font-size:12pt;XXXX-XXXXXX:'Times XXX Roman';background:#XXXXXX">The rate XX XXXXXXXX XXXXX your XXXXXXXXXXXX’s high-XXXXXXXXXX XXX high-XXXXXXXXX employees.</span><span style="background:#ffffff"></span><span style="font-XXXXXX:XXXX;XXXX-size:12pt;font-XXXXXX:'XXXXX New Roman';background:#XXXXXX">XXXXXXXXX XXXX:</span><span style="XXXX-XXXX:XXXX;XXXX-family:'Times XXX XXXXX';XXXXXXXXXX:#XXXXXX"> The XXXXXXXX of XXXX XXXXXXXX rate in XXXX you divide the XXXXXX of employees XXX remained in your organization XXXX a XXXXX XXXXXX XX XXX XXXXXX XX XXXXX XXXXXXXXX.</span><span style="background:#XXXXXX"></span><span style="font-weight:bold;font-XXXX:12pt;font-XXXXXX:'XXXXX XXX Roman';background:#XXXXXX">Retention XXXX per XXXXXXX:</span><span style="XXXX-size:XXXX;font-family:'Times New XXXXX';XXXXXXXXXX:#ffffff"> The retention rate broken down XX XXXXXXXXXX XXXXX and managers.</span> <p style="text-XXXXX:XXXXXXX"> <span style="font-weight:bold;font-size:XXXX;font-XXXXXX:'Times XXX XXXXX';background:#ffffff">Time Tracking</span> </p> <span style="background:#ffffff"></span><span style="font-weight:XXXX;XXXX-XXXX:XXXX;XXXX-XXXXXX:'XXXXX XXX Roman';XXXXXXXXXX:#XXXXXX">Absence XXXX:</span><span style="XXXX-size:12pt;font-family:'XXXXX New XXXXX';XXXXXXXXXX:#ffffff">The XXXXXXX number XX days employees are XXXXXX in a XXXXX XXXX period, not including XXXXXXXX XXX (XXXX XXXXXX</span><a XXXX="https://XXX.XXXXXXXX.XXX/blog/fighting-employee-XXXXXXXXXXX/"><span style="font-XXXX:XXXX;font-family:'XXXXX XXX Roman';background:#XXXXXX">absenteeism</span></a><span style="font-size:12pt;XXXX-family:'Times XXX XXXXX';XXXXXXXXXX:#XXXXXX">).</span><span style="XXXXXXXXXX:#ffffff"></span><span style="font-weight:bold;XXXX-size:12pt;XXXX-family:'XXXXX New XXXXX';background:#ffffff">Absence XXXX per Manager:</span><span style="XXXX-XXXX:12pt;font-family:'Times XXX Roman';background:#ffffff"> The XXXXXXX XXXX broken XXXX XX individual XXXXX and XXXXXXXX.</span><span style="XXXXXXXXXX:#XXXXXX"></span><span style="XXXX-weight:bold;XXXX-XXXX:12pt;font-XXXXXX:'XXXXX XXX Roman';background:#XXXXXX">Overtime Hours:</span><span style="font-XXXX:12pt;XXXX-XXXXXX:'Times XXX Roman';background:#ffffff"> XXX number of XXXXXXXX hours XXXXXX by employees in a XXXXX time XXXXXX. You can calculate an average XXXXXX or break it XXXX by individual employees.</span> <p style="XXXX-XXXXX:justify"> <span style="XXXX-XXXXXX:XXXX;font-XXXX:12pt;XXXX-XXXXXX:'Times New XXXXX';XXXXXXXXXX:#ffffff">XXXXXXXX XXXXX XXX XXXXXXXXXXX</span> </p> <span style="XXXXXXXXXX:#XXXXXX"></span><span style="XXXX-XXXXXX:XXXX;font-size:12pt;XXXX-family:'XXXXX New Roman';background:#XXXXXX">XXXXXXX XXX Employee:</span><span style="font-size:XXXX;font-family:'Times New XXXXX';XXXXXXXXXX:#ffffff">The total XXXXXX of revenue XXXXXXX XX the total XXXXXX XX employees.XXXX metric shows the XXXXXXXXXX of XXX XXXXXXXXXXXX XX a whole. XXX ‘revenue XXX XXXXXXXX’ XXXXXX XX an XXXXXXXXX XX the XXXXXXX XX hired employees.</span><span style="background:#ffffff"></span><span style="font-XXXXXX:bold;XXXX-size:XXXX;font-XXXXXX:'XXXXX New Roman';background:#ffffff">XXXXXXXXXXX & XXXXXXXXX:</span><span style="font-XXXX:12pt;font-family:'Times New XXXXX';XXXXXXXXXX:#XXXXXX"> A</span><a XXXX="XXXXX://www.thebalancecareers.XXX/XXXXX-XXXX-box-XXXXXX-XXXXXXX"><span style="XXXX-XXXX:XXXX;XXXX-family:'Times New XXXXX';XXXXXXXXXX:#XXXXXX">nine-box XXXXXX</span></a><span style="font-size:12pt;font-family:'Times New Roman';background:#XXXXXX"> XXXX XXXXXX you to categorize XXXXXXXXX XXXXXXXXX XX their performance XXX potential XXXXXX for XXXXXX succession and XXXXXXXXXX planning. This model XXXXX XXXXX XXXXXXXXX are XXXXXXXXXXXXXXX, XXXXXX specialists, XXXXXXXX XXXXXXXXXX or top talents. This metrics is great XXX differentiating XXXXXXX, for example, XXXXXX XXX XXXXXXXX turnover.</span><span style="background:#ffffff"></span><span style="XXXX-weight:XXXX;font-XXXX:XXXX;font-XXXXXX:'Times New XXXXX';background:#ffffff">Employee Performance:</span><span style="font-size:12pt;XXXX-XXXXXX:'XXXXX XXX Roman';background:#XXXXXX">XXX XXX XXXXX XXXXXXXX XXXXXXXXXXX XXXXXXX self-assessments, XXXX reviews, XXXXXXX XXXXXXXXXXX, or a combination XX all XXXXX.</span><span style="XXXXXXXXXX:#XXXXXX"></span><span style="font-XXXXXX:XXXX;font-size:12pt;font-family:'Times XXX XXXXX';background:#XXXXXX">Goal XXXXXXXX:</span><span style="font-size:12pt;font-XXXXXX:'XXXXX XXX XXXXX';background:#XXXXXX">If your</span><a href="XXXXX://www.bamboohr.com/XXXXXXXXXXX-management/"><span style="font-size:XXXX;XXXX-XXXXXX:'XXXXX XXX Roman';XXXXXXXXXX:#ffffff">performance management software includes XXXX tracking</span></a><span style="font-XXXX:12pt;font-XXXXXX:'XXXXX XXX XXXXX';XXXXXXXXXX:#XXXXXX">, you can XXX the goals XXXXXXXXX XXXX set, how XXXXX XXXXX XXXXXXX XX XXXXXX company XXXXX, XXX XXX progress employees have XXXX.</span><span style="background:#ffffff"></span><span style="font-XXXXXX:bold;XXXX-XXXX:XXXX;XXXX-family:'XXXXX XXX Roman';background:#ffffff">XXXXXXX Performance:</span><span style="XXXX-size:XXXX;XXXX-XXXXXX:'Times XXX XXXXX';XXXXXXXXXX:#XXXXXX">X high-level XXXXXXXXXX of how XXXX XXXXXXXXX are XXXXXXXXXX XXXXXX how engaged XXX valued XXXX feel.</span> <p style="XXXXXX-XXXXXX:58.000000pt"> </p> <p style="margin-XXXXXX:58.XXXXXXXX"> <span style="XXXX-XXXXXX:bold;XXXX-XXXX:12pt;font-XXXXXX:'Times XXX XXXXX';background:#XXXXXX"> Training and Development</span> </p> <span style="background:#ffffff"></span><span style="font-weight:bold;XXXX-size:XXXX;font-family:'Times XXX XXXXX';XXXXXXXXXX:#ffffff">XXXXXXXX Expenses per Employee:</span><span style="XXXX-size:12pt;XXXX-XXXXXX:'Times New Roman';background:#ffffff">The total cost XX your XXXXXXXXXXXX’s XXXXXXXX XXXXXXX and XXXXXXXX divided XX the total number of XXXXXXXXX.</span><span style="XXXXXXXXXX:#ffffff"></span><span style="XXXX-XXXXXX:bold;XXXX-size:12pt;font-family:'XXXXX XXX Roman';background:#ffffff">Training Completion XXXX:</span><span style="font-XXXX:XXXX;font-XXXXXX:'XXXXX XXX Roman';background:#XXXXXX"> XXX number of employees XXX XXXXXXXXX a given training divided by XXX total XXXXXX XX XXXXXXXXX, then XXXXXXXXXX XX XXX XX XXX a percentage.</span><span style="XXXXXXXXXX:#XXXXXX"></span><span style="XXXX-XXXXXX:XXXX;XXXX-size:XXXX;XXXX-family:'Times New Roman';XXXXXXXXXX:#ffffff">XXXX XX Completion:</span><span style="font-XXXX:12pt;XXXX-family:'XXXXX New XXXXX';XXXXXXXXXX:#XXXXXX">XXX XXXXXXX amount XX XXXX it XXXXX XXX an employee XX XXXXXXXX a XXXXX training XXXXXXX.</span><span style="background:#XXXXXX"></span><span style="font-XXXXXX:bold;XXXX-XXXX:12pt;font-XXXXXX:'XXXXX New Roman';XXXXXXXXXX:#ffffff">XXXXXXXX XXXXXXXXXXXXX:</span><span style="XXXX-size:XXXX;XXXX-family:'XXXXX XXX Roman';background:#XXXXXX">There are</span><a XXXX="XXXXX://XXX.convergencetraining.com/blog/X-XXXXXXXX-XXXX-you-can-track-XXXX-an-lms"><span style="XXXX-size:XXXX;font-family:'Times XXX Roman';XXXXXXXXXX:#XXXXXX">several XXXXXXX</span></a><span style="XXXX-size:XXXX;XXXX-XXXXXX:'Times New XXXXX';background:#XXXXXX"> for XXXXXXXXX training XXXXXXXXXXXXX, XXXXXXXXX XXXXXXX tests or XXXXXXXXXXX XX generate a XXXX/XXXX rate.</span><span style="XXXXXXXXXX:#ffffff"></span><span style="XXXX-size:XXXX;font-XXXXXX:'XXXXX New Roman';background:#XXXXXX"></span><span style="XXXX-weight:bold;font-size:XXXX;font-XXXXXX:'Times New XXXXX';background:#XXXXXX">Billable hours XXX employee :</span><span style="XXXX-XXXX:12pt;XXXX-XXXXXX:'Times New Roman';background:#ffffff">XXXX XX the most concrete XXXXXXX of a XXXXXXXXXXX XXXXXXX, and it is especially XXXXXXXX in XXXXXXXXXXXX service XXXXX XXXXXXXX this XXXX XX XXXXXXXXXXX to XXXXXXXX XXXXXXXXXX or other XXXXX metrics makes XXX an XXXXXXXXXXX XXXXXXXX. Benchmarking this metrics XXXXXXX different XXXXXXXXXXX XXX managers/partners can also provide XXXXXXXX insights.</span> <p style="margin-XXXXXX:XX.XXXXXXXX;XXXXXX-XXX:X.XXXXXXXX"> <a name="XXXXXXX"> </a> <span style="font-weight:bold;XXXX-XXXX:12pt;font-XXXXXX:'XXXXX XXX Roman';color:#000000;XXXXXXXXXX:#ffffff">HR XXXXXXX & Software</span> </p> <span style="background:#ffffff"></span><span style="font-weight:bold;font-XXXX:12pt;font-family:'Times XXX Roman';XXXXXXXXXX:#XXXXXX">Ratio XX HR XXXXXXXXXXXXX to XXXXXXXXX:</span><span style="XXXX-XXXX:12pt;XXXX-family:'XXXXX New Roman';background:#ffffff">XXX XXXXXX of XXXXXXXXX in XXXX organization XXX HR professional on your team. Another measure that XXXXX XX’s XXXX efficiency. An organization XXXX XXXXX developed analytical XXXXXXXXXXXX should be able to XXXX a smaller XXXXXX XX HR XXXXXXXXXXXXX XX more.</span><span style="background:#XXXXXX"></span><span style="font-XXXXXX:bold;font-XXXX:12pt;font-XXXXXX:'Times New XXXXX';background:#XXXXXX">XXXX XX XX XXX XXXXXXXX:</span><span style="XXXX-XXXX:XXXX;XXXX-family:'XXXXX New Roman';XXXXXXXXXX:#XXXXXX">The total amount XXXX XXXXXXXXXXXX XXXXXX XX XX functions XXXXXXX by XXX total number of XXXXXXXXX.</span><span style="background:#ffffff"></span><span style="font-XXXXXX:bold;font-size:12pt;font-XXXXXX:'XXXXX XXX Roman';background:#XXXXXX">XX XXXXXXXX XXXXXXXX XXXXXXXXXXXXX Rate:</span><span style="font-XXXX:12pt;XXXX-XXXXXX:'XXXXX XXX XXXXX';background:#XXXXXX">XXX XXXXXX of employees XXX actively XXX your XX software divided XX the total XXXXXX XX employees, XXXXXXXXXX by 100 XX XXX a percentage.</span><span style="background:#ffffff"></span><span style="XXXX-weight:XXXX;font-XXXX:12pt;XXXX-family:'XXXXX XXX XXXXX';background:#XXXXXX">ROI XX HR Software:</span><span style="XXXX-XXXX:XXXX;XXXX-family:'Times XXX XXXXX';background:#ffffff"> There XXX several factors that XXXXXXXXXX XX</span><a href="https://XXX.bamboohr.com/XXXXXXXXX/infographics/calculating-XX-XXX-real-XXXXX-XX-XX-software/"><span style="XXXX-size:12pt;font-family:'Times XXX Roman';background:#ffffff">XXX ROI of XXXX HR XXXXXXXX</span></a><span style="font-size:XXXX;font-family:'Times XXX XXXXX';XXXXXXXXXX:#ffffff">, but the XXXX formula is the XXXXXXXXXX XXXXXXX how much XXX software costs your organization XXX how XXXX money it generates or XXXXX your organization.</span> <p style="margin-XXXXXX:XX.XXXXXXXX"> <span style="font-size:12pt;XXXX-family:'XXXXX XXX Roman';XXXXXXXXXX:#ffffff">The XXXX in XXXXX resources XX vital to any organization’s XXXXXXX. But XXXXXXX XXXXXXXXX and XXXXXXXX the XX XXXXXXX that XXXXXX, it can be XXXXXXXXX to XXXXXXXX how XXXX XXXXX a XXXXXXXXXX or how XX XXXXXXX the efforts.</span><span style="font-size:12pt;XXXX-family:'XXXXX XXX Roman';color:#212529;XXXXXXXXXX:#ffffff">For an XXXXXXXXXXXX to have XXXXXXXXX XXXXXXX, it must XXXXXXX, assess and evaluate its processes on an XXXXXXX basis. XX imperative XX it XX XXX companies to XXXXXXX operational metrics, they must XXX XXXXXXX XX gather XXXXX Capital Metrics. Quantifying HR XXXXXXX XXXXX organizations XXXXXXX their HR XXXXXXX XXXXXXXXXXX. They must recognize the metrics XXXX count XXX align with business XXXXXXX. Businesses must XXX XXXXXXX attention to metrics XXXX XXXXXXXX XX’s position XX a XXXXXXXX strategic XXXXXXX. Last XXX not XXXXX, XXXXXXX without XXXXXXXXX and XXXXXXX outcomes are purposeless. Only XXXX XXXXXXX XXXX into XXXXXXXX, XXXX help organizations make XXXXXX data driven decisions.</span> </p> <p style="XXXXXX-bottom:X.XXXXXXXX;margin-top:X.XXXXXXXX"> <a XXXX="_aithahuaftgk"> </a> <span style="font-size:XXXX;font-XXXXXX:'Times New XXXXX';color:#XXXXXX;XXXXXXXXXX:#XXXXXX">XXXXXXXXXX</span> </p> <span style="background:#ffffff"></span><span style="XXXX-XXXX:12pt;XXXX-XXXXXX:'XXXXX XXX Roman';color:#XXXXXX;background:#ffffff">XXXXXX, P. (XXXX). XXXXXXXXXX OF MEASURING XX’S XXXXXXXXXXXXX: X DRIVE TO HR XXXXXXX. CLEAR XXXXXXXXXXXXX XXXXXXX XX Research in Commerce & Management, 4(XX).</span><span style="XXXXXXXXXX:#ffffff"></span><span style="XXXX-size:12pt;font-XXXXXX:'Times XXX XXXXX';XXXXX:#212529;background:#ffffff">Harbour, S. (2017, XXXX 07). 3 XX Metrics That XXXXXX. XXXXXXXXX February 17, XXXX, XXXX XXXXX://XXX.XXXXXXXX.XXX/blog/3-XX-XXXXXXX-that-XXXXXX/</span><span style="background:#XXXXXX"></span><span style="XXXX-size:XXXX;font-family:'Times New Roman';color:#XXXXXX;background:#XXXXXX">XXXXXXXX, M. J., XXXXXXX, R. X. (XXXX). XXXXX Resource XXXXXXXXXXX XXXXXXX: Basics, XXXXXXXXXXXX, XXX XXXXXX Directions, 4th Edition [VitalSource Bookshelf version]. XXXXXXXXX from XXX://9781506351476</span><span style="background:#ffffff"></span><span style="XXXX-XXXX:12pt;font-XXXXXX:'XXXXX New XXXXX';color:#XXXXXX;background:#ffffff">XXXXX, X. A. (XXXX). Strategic human XXXXXXXX XXXXXXXXXX. XXXXXXXX, XX: Cengage Learning.</span><span style="XXXXXXXXXX:#ffffff"></span><span style="font-size:12pt;XXXX-family:'XXXXX XXX XXXXX';XXXXX:#212529;background:#XXXXXX">XXXX, X. (XXXX, November XX). XXX Most Important XX Metrics XXX Should XX XXXXXXXXX. Retrieved XXXXXXXX 17, 2019, from XXXX://XXX.XXXXXXXX.XXX/blog/2016/11/XX/XXX-XXXX-important-hr-metrics-you-XXXXXX-be-XXXXXXXXX/</span> <p style="margin-XXXXXX:XX.000000pt"> </p> <p style="text-align:XXXXXXX"> </p> <p style="XXXXXX-bottom:58.000000pt"> </p> <p style="XXXX-XXXXX:justify"> </p> <p style="XXXXXX-bottom:58.XXXXXXXX"> </p> </div> </body></XXXX>">
