HR Departmental Metrics

From OrgChart.net
Jump to: navigation, search

HR departmental metrics are different from HR metrics (which are also known as workforce metrics). HR departmental metrics are used by HR to calculate their expenses in relation to the overall value they bring to the organization. If your organization views HR as a cost center, these numbers may help to make a case for it being a profit driver.

A complete list of HR metrics for benchmarking purposes follows:


  • HR headcount ratio: the number of employees supported by HR employees who are charged to the HR budget.
  • HR headcount investment factor: the amount invested directly in HR for each headcount employee. HR can track employee-related expenses over time to determine if observed increases or decreases may be related to changing workforce patterns and business structures.
  • HR revenue percentage: direct HR costs as a percentage of total revenue. This metric can be used to illustrate the relatively low cost of the HR department to the organization in comparison to the total expenses of the organization.
  • HR leadership and strategy FTE percentage: the percentage of HR full-time equivalent (FTE) staff at the director and above level who do not report directly into an HR function. These individuals include vice presidents, senior vice presidents, executive vice presidents of HR, FTEs who are responsible for the overall HR budget (usually at the vice president level), and FTEs who are dedicated to performance measurement for the HR department.
  • Benefits FTE percentage: the percentage of HR FTE staff dedicated todesigning and administering benefit programs.
  • Compensation FTE percentage: the percentage of HR FTE staff dedicated to compensation strategy, design and administration.
  • Recruiting and staffing FTE percentage: the percentage of HR FTE staff dedicated to recruitment strategy and design.
  • HR talent management FTE percentage: the percentage of HR FTE staff dedicated to workforce strategy and program design, succession strategy and program design, performance management design and organizational development.
  • Employee and labor relations FTE percentage: the percentage of HR FTE staff dedicated to policy development, employee advocacy, disciplinary action administration and management of union grievances.
  • Workforce mobility services FTE percentage: the percentage of HR FTE staff dedicated to employee transfer processing, relocation services, administration of outplacement services, severance plans, service awards and performance management.
  • HRIT (human resources information technology) FTE percentage: the percentage of HR FTE staff dedicated to the strategy, design, and maintenance of the HRIT function.
  • Vendor management FTE percentage: the percentage of HR FTE staff dedicated to managing external HR vendors.
  • Employee records & administration FTE percentage: the percentage of HR FTE staff dedicated to employee records administration, transaction processing and reporting, employee records, and knowledge base management.
  • Communications FTE percentage: the percentage of HR FTE staff dedicated to employee-related communications, including employee rewards, executive communications, and merger or acquisition-related communications.
  • HR customer service center FTE percentage: the percentage of HR FTE staff dedicated to customer support for benefits, compensation, employee relations and administration.
  • Business partners FTE percentage: the percentage of HR FTE staff who are HR directors and above working primarily with senior levels of management business to design and execute business strategies.
  • HR generalist FTE percentage: the percentage of HR FTE staff whose primary responsibility is a role that supports a set of employees.


See Also

Personal tools
Namespaces

Variants
Actions
Navigation
Toolbox
. .