1.
Human
Resource
Metrics
Your Company Name
www.company.name
1

2.
The Role of HR
Future/ strategic focus
Strategic partner
➢ Strategic HR planning
➢ HR as business partner
➢ Culture and image
Change agent
➢ Staffing
➢ Organizational design
➢ Survey action planning
➢ Performance
measurement
➢ Training and development
Administrative expert
➢ Compensation
➢ Benefits
➢ HR information systems
➢ Compliance
Employee relations expert
➢ Employee relations
➢ Labor relations
➢ Safety & workers’
compensation
➢ Diversity and EEO
Processes People
Day to day operational focus
www.company.name
2

3.
Metrics Model
Efficiency Efficiency Efficiency
▪ Time to hire
▪ Cost per hire
▪ Headcount ratio
▪ Direct labor costs
▪ Indirect labor costs
▪ Positions unfilled
▪ Cost per unit
▪ Shrinkage
▪ Defects/scrap
Effectiveness Effectiveness Effectiveness
▪ Customer survey
▪ “At the table”
▪ Practice/process impact
▪ Employee satisfaction
▪ Leadership capability
▪ Talent retention
▪ % Black belt leaders
▪ Employer brand
▪ Customer satisfaction
▪ Revenue growth
▪ Market share
www.company.name
3
HR People Organization

4.
Most Common HR Metrics
Turnover/absence metrics
Competencies/training metrics
Employee productivity metrics
Workforce profile metrics
Employee engagement metrics
Recruitment metrics
Most Common
HR
METRICS
www.company.name
4

5.
www.company.name
5
Turnover/Absence
METRICS

6.
Employee Turnover Rate Formula
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6
Turnover rate = 1 % per year
100
Number of employee separations
during the year
Total number of employees
during the year
Turnover (rate)
100
4
400
Turnover (Rate)

7.
Employee Turnover
www.company.name
7
Employee Turnover
0
1
2
3
4
5
6
7
8
9
10
2012 2013 2014 2015 2016
Rateoftuneover
Voluntary Total
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8.
Why People Leave
5%
10%
15%
20%22%
28%
Lack of job
security
Lack of fit to job
Unsatisfied with pay
and benefits
Management general
work environment
Limited career
advancement/promotion
al opportunity
Lack of flexibility/
scheduling
www.company.name
8

9.
Cost Of Employee Turnover
www.company.name
9
160%-250% of his
or salary
The total cost or losing an
employee can total
That includes:
Cost of hiring
A new
employee
Impact on
workplace
culture
Customer
service issue
and errors
Lost productivity
and
engagement
Expense to
onboard and train
new employee

10.
Employee Who Leave Within First 6 Months
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10
Portion of people who have left a job
within the first six month
65%
35%
Barely on board
35%
25%
15%
0%
5%
10%
15%
20%
25%
30%
35%
40% Decided the work was something they didn't want to do
Were given different work than they’d expected
from the interview
Felt their boss was A jerk
Top 3 reasons why they left

11.
Causes Of Turnover-push &Pull Factors
What else
LEAD TO
TURNOVER
? ➢ Job offer with greater compensation or decision-
making power
➢ Desire to follow A life long career dream
➢ Family responsibilities
PULL FACTORS
➢ Perception of limited opportunities
➢ Excessive workload due to managerial inefficiencies
➢ Absence of competitive recognition or rewards
➢ Lack of respect for personal life
PUSH FACTORS
www.company.name
11

12.
Absenteeism rate=2.4%
100
Number of worker-days lost thought
job absence during period
Average number of employees X
number of workdays
Absenteeism (rate)
100
300
500x25
Absenteeism Rate Formula
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12
Absenteeism (rate)

13.
Employee Absenteeism
www.company.name
13
4.3
3.5
3.1
1.1
2.5
1.5
Monday Tuesday Wednesday Thursday Friday Saturday
2.1
2.5
3.1
1.9
2.5
1.5
2.7
2.4
2009 2010 2011 2012 2013 2014 2015 2016
Absenteeism rate by days Days lost per employee per annum
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14.
Employee Attendance Tracker Template
National holidays
Company holidays
Vacation scheduled
Vacation taken
Sick day taken
Personal day taken
Employee Attendance Tracker Template
Employee January
Date 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Employee February
Date 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28
www.company.name
14

15.
Employee Absence Schedule
February Dates of Absence 2016
Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu
Employee name 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 Total Days
Employee 1 S V V V V V S P 8
Employee 2 P S S V V V 6
Employee 3 S V V P P 5
Employee 4 S S S S S P 6
February total 1 2 2 1 2 1 1 2 2 1 1 1 3 1 1 1 1 1 25
March Dates of Absence 2016
Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun
Employee name 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Total Days
Employee 1 S V V V V V S P 8
Employee 2 P S S V V V 6
Employee 3 S V V P P 5
March total 1 1 1 1 1 1 2 2 1 1 1 2 1 1 1 1 19
V Vacation P Personal S Sick
www.company.name
15

16.
www.company.name
16
Competencies/training
METRICS

17.
Performance Review Template
EMPLOYEE PERFORMANCE REVIEW
Employee information
Name Employee ID
Job title Date
Department Manager
Review period
Ratings
1 = Poor 2 = Fair 3 = Satisfactory 4 = Good 5 = Excellent
Job knowledge
Comments
Work quality
Comments
Attendance/punctuality
Comments
Initiative
Comments
Communication/listening skills
Comments
Dependability
Comments
Overall rating (average the rating numbers above)
www.company.name
17

18.
Performance Review Template
Annual Performance Review
Employee info
Employee name Department
Employee ID Reviewer name
Position held Reviewer title
Current Responsibilities Performance Assessment Comments And Approval
Job description Evaluate performance and achieved goals Any additional feedback
Area of excellence within performance
Area of improvement
Future goals with set expectations
Employee signature Reviewer signature
www.company.name
18

19.
Performance Review Template
Employee Info
Employee name Department
Employee id Reviewer name
Position held HR REP
Hire date Date of review
Behaviors
Quality Unsatisfactory Satisfactory Good Excellent
Work to full potential
Quality of work
Work consistent
Communication
Independent work
Takes initiative
Group work
Productivity
Creativity
Honesty
Integrity
Coworker relations
Client relations
Technical skills
Strengths / training needs
Detail employee’s greatest strengths
Detail aspects requiring improvement
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19

20.
Performance Review Template
Goals
Achieved goals set in previous review?
Goals for next review period
Comments and approval
Employee comments Reviewer comments
Employee
signature
Reviewer
signature
HR REP
signature
www.company.name
20

21.
Performance Review Scoring
Job Profile – Tech Lead
Questions Weight
Your Score (Out Of
5)
Weighted Average
Result 80
Issue/requirement/customer understanding 25 5 9
Transparency, updating, status reporting 10 4 2
Product performance improvements & upgrades 20 3 9.5
Documentation & quality control 20 2 9.5
Process adherence 15 5 7
New projects/initiatives 20 4 4
New technologies 15 5 4
Code contribution 15 5 5
Sectional Score >> 4.92
Behavior 50
Culture fitment 20 3 3.5
Maturity 30 5 7
Team spirit, group work 30 5 7
Leading from front, in words and in action 20 3 3.5
Personal and work attitude 25 4 5.4
Sectional Score >> 3.7
www.company.name
21

22.
Training Hours Per Employee
www.company.name
22
14
23
28
35
2014 2015 2016 2017
Average training hours =
Sum of total training hours
Total # of employees.
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Training Hours

23.
Training Hours By Method Of Training
www.company.name
23
Training By Method Hybrid
On-line
Hands -On
In-person
3%
22%
10%
65%
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24.
Training Hours By Category
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24
Training By category
Specialists
Technicians
Executives
Supervisor
Managers
32%
3%
5%
20%
40%
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25.
Staff With Professional Qualification
www.company.name
25
Qualification
0
20
40
60
80
100
Below bachelor
degree
Bachelor degree Postgraduate
diploma
Master's degree Doctorate
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26.
Competency Rating
Competency Summary
Competency Rating Target
Differenc
e
0 1 2 3 4 5
Achieving Result 4.2 3.9 0.2
Building Strategic Working
Relationship
3.5 3.8 -0.5
Business Acumen
3.8 3.5 0.4
Customer Focus
4.5 4.2 0.3
Decision Making
4.2 3.9 0.6
Motivation and Inspiring
2.9 3.7 -0.6
Strategic Sales Planning
3.6 3.2 0.5
www.company.name
26

27.
Competency Rating
www.company.name
27
Job Related Competencies
Directiveness
Provides direction
Financial planning
Financial analysis
Financial accounting
Develop & impliment
Resourcing planning
Managerial efficiency
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28.
Competency Mapping
Competencies Training manager Recruitment officer
Employee
engagement
executive
Admin manager Head - HR
Organization development
Performance management
Compensation & benefits
International human resource
management
Training & development
Employee relations
Building HR strategy
HR planning & staffing
Talent management
Business knowledge
Financial perspective
Service orientation
Personal credibility
Execution excellence
Role
www.company.name
28

29.
www.company.name
29
Employee Productivity
METRICS

30.
Profit Per Employee
www.company.name
30
2011 2012 2013 2014 2015 2016
$25,000
$20,000
$15,000
$10,000
$5,000
$0
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Average Profit Per Employee

31.
Revenue Per Employee
www.company.name
31
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0
1
2
3
4
5
6
7
8
9
2017 2018 2019 2020 2021 2022 2023 2024
Revenue per employee =
Revenue
Total # of employees.
Revenue Per Employee

32.
Cost Per Employee
www.company.com
32
Average Profit Per Employee
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1
1.5
1.8
2
1.6 1.5
0
0.9
1.8
2.7
3.6
FY02 FY04 FY06 FY08 FY10 FY12

33.
Revenue-Cost Per Employee Comparison
www.company.com
33
0
5
10
15
20
25
30
FY06 FY07 FY08 FY09 FY10 FY11 FY12
Company - RPE Company- ECPE
Revenue And Cost Per Employee Comparison

34.
www.company.name
34
Workforce Profile
METRICS

35.
Workforce Diversity By Gender
www.company.com
35
30%
30%
40%
2252
Male Employees
New hires
+395
Left employment
-300
30%
30%
40%
2220
Female Employees
New hires
+475
Left employment
-497
Senior managers(m1 and above) Managers and professionals Supports
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By Gender

36.
Workforce Diversity By Age Group
www.company.com
36
>40
20-50
<30
1500 (23% of total workforce) male 33%
female 62%
2524 (54% of total workforce) male 40%
female 60%
955 (30% of total workforce) male 55%
female 45%
83 4%
150 5%
520 14%
346 9%
258 5%
427 10%
Male employee headcount – total and %
Female employee headcount – total and %
New employee hires – total and rate
Employee who left employment – total and rate
By Age Group

37.
Workforce Diversity By Region
www.company.com
37
US
UK
NZ
AU
2200
1400
250 6%
515 2%
281
550 10%
613 15%
58 2%
660
250 6%
255 3%
245 6%
Male employee headcount New employee hires – total and rate
Employee who left
employment – total and rate
By Region

38.
Staff Headcount
Month
Permanent
Employees
Temporary
Employees
Total employees Other Workforce
Full time Part time Total Full time
Part
time
Visiting Total Total
Full
time
Part
time
Visiting Total Total
Jan 14 10 24 9 8 2 19 43 0 43
Feb 0 0 0 0 0
Mar 0 0 0 0 0
Apr 0 0 0 0 0
May 0 0 0 0 0
Jun 0 0 0 0 0
Jul 0 0 0 0 0
Aug 0 0 0 0 0
Sep 0 0 0 0 0
Oct 0 0 0 0 0
Nov 0 0 0 0 0
Dec 0 0 0 0 0
www.company.com
38
Staff Count Sheet

39.
www.company.name
39
Employee Engagement
METRICS

40.
Employee Satisfaction
www.company.com
40
45% are either
dissatisfied or neutral !
55% Yes
30%
Neutral
15% No55%
15%
30%
<$100,000$50,000-$99,999<$50,000
60%12%
28%
64%
10%
26%
68%
8%
24%
Employee satisfaction with workforce
Satisfaction By Income Level

41.
Staff Engagement Model
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People & culture
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Work
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Corporate reputation & practices
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Industrial
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Opportunities & growth
ENGAGEMENT
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41

42.
The Aon Hewitt Employee Engagement Model
Business
outcomes
Engagement
outcomes
Engagement
drivers
Talent
Retention
Absenteeism
Wellness
Operational
Productivity
Safety
Customer
Satisfactio
n
NPS
Retention
Financial
Revenue/sales growth
Op. Income/margin
Total shareholder return
Say
Stay
Strive
Leadership
Senior leadership
BU leadership
Performance
Career opportunities
Learning and development
Performance management
People management
Rewards and recognition
The work
Collaboration
Empowerment/ autonomy
work tasks
Company practices
Communication
Customer focus
Diversity and inclusion
Enabling infrastructure
Talent and staffing
Employer brand
Reputation
Brand/EVP
Corporate responsibility
The basics
Benefits
Job security
Safety
Work environment
Work/life balance
Leadership
Performance
The WorkThe Basics
Company
Practices
Employer
Brand
The work
experience
www.company.com
42

43.
David Zinger’s Employee Engagement Model
www.company.com
43
Foster
relationship
and
communityIdentify with
organization
Serve
customers
Attain
genuine
happiness
Develop
professionall
y and
personally Leverag
e
energies
Enliven work
roles
Excel at
performances
Achieve results
S-R arrow
Craft strategy
S-R arrow
Connect
Authentic
Recognitio
n Engage
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44.
Engagement Model
• Leadership
• Manager
• Customer
• Co-workers
• People focus
• Pay
• Benefits
• Recognition
• People/HR practices
• Managing performance
• Brand
• Company reputation
• Sense of accomplishment
• Work tasks
• Resources
• Work processes
• Career opportunities
• Learning &
development
• World/life balance
• Diversity
People
Work
Opportunities
Quality
of life
Compensati
on
Procedures
Engagement
www.company.com
44

45.
Maslow‘s Hierarchy Of Needs Applied To Employee Engagement
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Highly engaged
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Engaged
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Disengaged
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Not engaged
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Almost engaged
Importance
Belonging
Security
Survival
Self
actualisation
Motivators
De-motivators
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45

46.
www.company.name
46
RECRUITMENT
METRICS

47.
Staff Acquisition Cost/Cost Per Hire
www.company.com
47
Cost per hire
3000
2000
1000
2050
3050
4000
1000
0 500 1000 1500 2000 2500 3000 3500 4000 4500 5000
Print Media
Job Portals
Web Groups
Employee Referral
Recruitment Vendor
Career Fair
Campus Interview
Cost per hire =
Recruitment cost
(Compensation cost + benefits cost)
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48.
HR Dashboard
Span of control 8.9% +1.8%
Direct compensation
change
7.2% +4.5%
2
4
6
8
10
12
14
16
18
Q2 2015 Q3 2015 Q4 2015 Q1 2016 Q2 2016 Q3 2016
Flow through rate +4.2%
+0.4%
Headcount flow
480
OUT
250
IN
-42%
Key health metrics
Previous 4
quarters Q3 2016
Change
(Year-over-year)
+4.2%Manager instability rate
+3.2% +3%Registration rate
Top 3 potential areas of concern
+16% For SMB services in Vancouver
+14% For products in U.K
+10% For human resources in Denver
+18 +3%Top talent turnover
rate
0
2
4
6
8
10
Q3 2015 Q4 2015 Q1 2016 Q2 2016 Q3 2016
Voluntary
Involuntary
Turnover rate 7.8% +2.5%
Key health metrics
Previous 4
quarters Q3 2016
Change
(Year-over-year)
www.company.com
48

49.
HR Dashboard
0
1
2
3
4
5
6
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
2006 FTEs
2016 FTEs
Total employees
-4
-3
-2
-1
0
1
2
3
4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Gain
Loss
Employee churn
HR
5%
10%
15%
20%22%
28%
Open positions by divisions
Administrations
Sales
Marketing
Finance
Operations
Key metrics
Employee turnover
Speed to hire
www.company.com
49
HR management dashboard

50.
www.company.name
50
ADDITIONAL
SLIDES

51.
Agenda
Agenda
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01
Agenda
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02
Agenda
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03
Agenda
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04
Agenda
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05
Agenda
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06
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51

52.
Our Mission
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Vision
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Mission
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Goal
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Strategy
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53.
Our Team
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Anita Smith
Founder CEO
John Parker
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Designer
Mary Finder
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Financial Advisor
Carol Albert
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Manager

54.
Our Goal
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54

55.
Comparison
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50%
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40%
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55

56.
Financial
25%
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56
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25%
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35%
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45%
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55%

57.
Dashboard
www.company.com
57
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249%
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198%
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160%
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126%

58.
Timeline
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2017
2018
2019
2020
2021
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58

59.
Location
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25%
87%
62%
54%
47%
www.company.com
59

60.
LEGO
www.company.com
60
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0301
02

61.
Magnifying Glass
www.company.com
61
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62.
www.company.name
62
THANK
YOUAddress
# street number, city, state
Contact Numbers:
08785644562
Email Address:
emailaddress@123.com