【HR Metric懶人包】有咩績效指標會幫到HR 加人工? 一文睇晒51個實用的HR KPI | 文章 – 滙豐機滙
以下總結了一個HR Metric懶人包，包含了51個常見的HR Metric和計算方法，方便各位HR隨時參考應用
HR Metric是為HR設定的量化目標和績效指標，類似平常其他部門的KPI，藉以來證明和評估HR的價值和績效。以下總結了一個HR Metric懶人包，包含了51個常見的HR Metric和計算方法，方便各位HR隨時參考應用。
HR Performance Metrics人力資源績效指標
1
Revenue per employee
每位員工創造的營業收入
Total revenue / total number of employees
總營業收入 / 總員工數目
2
Revenue per FTE
每全職人力工時創造的營業收入
Total revenue / total number of FTE
總營業收入 / 總全職人力工時
3
Profit per employee
每位員工創造的利潤
Total profit / total number of employees
總利潤 / 總員工數目
4
Profit per FTE
每全職人力工時創造的利潤
Total profit / total number of FTE
總利潤 / 總全職人力工時
5
Overtime per employee
每位員工的加班時數
Hours of overtime / total number of hours (contractual hours + overtime) per
Period
加班時數 / 每個時期的總工作時數（合同時數+加班時數）
6
Labor cost per employee
每位員工的人工成本
Total labor cost / total number of employees
總人工成本 / 總員工數目
7
Labor cost per FTE
每全職人力工時的人工成本
Total labor cost / FTE
總人工成本 / 總全職人力工時
8
Labor cost percentage of revenue
人工成本佔收入的百分比
Total labor cost / organizational revenue
總人工成本 / 公司收入
9
Labor cost percentage of total expenses
人工成本佔總支出的百分比
Total labor cost / total organizational expenses
總人工成本 / 公司總支出
10
Absence rate
缺席率
Number of absence days / total number of working days
缺席日數 / 總工作日數
11
Absence rate per manager/department
每位經理/部門的缺席率
Number of absence days per unit / total number of working days per unit
缺席日數（經理/部門） / 總工作日數（經理/部門）
12
Overtime expense per period
每時期的加班費
Overtime pay / total pay per period
加班費 / 總工資 （每時期）
13
Training expenses per employee
每員工的培訓費用
Training expenses / total expenses
培訓費用 / 總支出
14
Training efficiency
培訓效率
Training expenses per employee / training effectiveness
每員工的培訓費用 / 培訓效果
15
Voluntary turnover rate
自願離職率
#Voluntary Terminates during period / # Employees at the beginning of period
自願離職人數 / 員工初期人數
16
Involuntary turnover rate
非自願離職率
#Involuntary Terminates during period / # Employees at the beginning of the period
非自願離職人數 / 員工初期人數
17
Turnover rate of talent
人才離職率
# Terminates who qualified as high potentials during period / # Employees at the
beginning of the period
被視爲高潛力的員工離職人數 / 員工初期人數
18
Turnover rate
員工離職率
# Terminates during period / # Employees at the beginning of period
員工離職人數 / 員工初期人數
19
Turnover rate per manager/department
每位經理/部門的離職率
# Terminates per unit during period / # Employees in the unit at the beginning of
Period
員工離職人數 / 員工初期人數（每位經理/部門）
20
Cost of absenteeism
曠工成本
Total cost of absenteeism =
Total employee hours lost to absenteeism * hourly pay (including benefits) +
Supervisor hours lost in dealing with absenteeism * hourly pay supervisor (including
benefits) + other costs (including temporary staff, training, loss of productivity, quality
loss, overtime, etc.)
總曠工成本 = 總僱員曠工小時 * 時薪（包括福利）+ 因曠工而成的監督時數* 時薪（包括福利）+ 其他成本（包括臨時工、培訓、生產力損失、質量損失、加班等）
21
Cost of turnover
離職成本
Total cost of turnover, see Excel (by SHRM)
總離職成本
22
HR to employee ratio
人力資源部門與員工比例
FTE working in HR / total number of FTE
人力資源部門的全職人力工時 / 總全職人力工時
23
HR cost per FTE
每全職人力工時的人力資源成本
Total HR cost / total number of FTE
總人力資源成本 / 總全職人力工時
24
Time until promotion
升職時間
Average time (in months or years) until promotion
升職的平均時間（以月或年為單位）
25
Promotion rate
升職率
Number of employees promoted / headcount
升職的員工數目 / 人數
General Workforce Metrics 一般勞動力指標
26
Average age
平均年齡
Sum of age of all headcount / headcount
全部人員的年齡總和 / 人數
27
Average length of service
平均服務年期
Length of service of all headcount / headcount
全部人員的服務年期總和 / 人數
28
Retirement rate
退休率
# Employees retired in period / headcount at beginning of period
一段時期内的退休員工數目 /員工初期人數
29
Average distance from home
平均離家距離
Average distance in miles (or km) from home
離家的平均距離（以m/km為單位）
30
Engagement rate
參與率
# Employees above the engagement norm in period / headcount at beginning of period
在參與率標準以上的員工人數 / 員工初期人數
31
Satisfaction rate
滿意率
Number of people who report being satisfied in their job / total number of people
滿意工作的員工數目 / 總人數
32
Salary hike since last year
自去年以來的加薪
(Current salary - salary previous year) / salary previous year
（現時薪金 – 上一年薪金）/ 上一年薪金
Recruitment Metrics 招聘指標
33
Time to fill
職位填補時間
Number of days between publishing a job opening and hiring the candidate
從發布職位空缺到聘用求職者的天數
34
Time to hire
職位聘用時間
Number of days between the moment a candidate is approached and the moment the
candidate accepts the job
從開始接觸聯絡求職者到求職者接受工作機會的天數
35
Cost per hire
招聘成本
Total cost of hiring / the number of new hires
總招聘成本 / 新招聘的數目
36
Source of hire
招聘渠道
Sourcing channel used to attract the hire
用來吸引人才的招聘渠道
37
First-year resignation rate
第一年辭職率
Employees who left the organization within 1 year / headcount
Note: this number should be 0, just like metrics no. 38, 39 and 40. A percentage higher
than zero will be very costly and indicates a bad fit with new recruits and the
organization. Organizations should use better selection tools and procedures to
prevent this.
第一年離職的員工 /人數
注意：此數應為0，就像指標No.38、39和40一樣。如果%高過0，則會是昂貴的招聘成本而且代表新聘員工不適合公司，公司應使用更好的篩選工具和程序來防止這種情況。
38
First-year turnover rate
第一年離職率
Employees who left the organization within 1 year / total number of recruits
第一年内離職的員工 / 總僱用人數
39
First-month turnover rate
第一個月離職率
Employees who left the organization within 1 month / total number of recruits
第一個月内離職的員工 / 總僱用人數
40
Hiring manager satisfaction
招聘經理滿意率
Number of hires who perform well / total number of hires
表現優良的的獲聘人數 / 總僱用人數
41
Candidate job satisfaction
求職者工作滿意率
Number of hires who rate themselves as satisfied in their new job / total number of
Hires
對工作滿意的獲聘人數 / 總僱用人數
42
Applicants per opening
每個空缺的求職人數
Total number of applicants / number of job openings
總申請人數 / 空缺數目
43
Selection ratio
篩選比例
Number of hired candidates / total number of candidates
獲聘人數 / 求職者人數
44
Cost per hire
招聘成本
(Total internal cost + total external cost) / total number of hires
（總内部成本 + 總外部成本） / 總僱用人數
45
Offer acceptance rate
接受工作機會成功率
Number of offers accepted / number of offers made
接受工作機會的數目 / 發出工作機會的數目
46
Vacancy rate
空缺率
Total number of open positions / total number of positions in organization
空缺數目 / 公司總職位數目
47
Application completion rate
申請完成率
Total number of people who completed the application / total number of people who
started with the application
總完成求職申請過程的人數 / 總開始了求職申請過程的人數
48
Yield ratio
成功率
Number of applicants who successfully completed the stage / total number of
applicants who entered the stage. For example:
● 15:1 (750 applicants apply, 50 CVs are screened)
● 5:1 (50 screened CVs lead to 10 candidates submitted to the hiring manager)
● 2:1 (10 candidate submissions lead to 5 hiring manager acceptances)
● 5:2 (5 first interviews lead to 2 final interviews)
● 2:1 (2 final interviews lead to 1 offer)
● 1:1 (1 offer to 1 hire)
成功完成最後階段的的求職人數 / 進入最後階段的求職人數
例如：
● 15:1 (750求職者申請，篩選了50份CVs)
● 5:1 (篩選了50份CVs ，有10名候選人可以提交到招聘經理)
● 2:1 (10名候選人，可以有5名可以獲得招聘經理認可)
● 5:2 (5名候選人，有2人可以進入最後面試階段)
● 2:1 (2名最後候選人，有1名會獲錄取通知)
● 1:1 (1份錄取通知，有1名獲聘)
49
Sourcing channel effectiveness
招聘渠道成效
Total number of impressions of the channel / number of applications of the channel
瀏覽該招聘渠道的人數 / 從該招聘渠道求職的人數
50
Sourcing channel cost
招聘渠道成本
Advertisement spending per channel / number of successful applicants per platform
該招聘渠道的廣告費用 / 該招聘渠道成功的求職者
51
Cost of getting to Optimum Productivity
Level (OPL)
達到最佳生產力水平成本
Total cost involved in getting someone up to speed = onboarding cost + training cost +
cost of supervision + cost of on-the-job training + (total labor cost * % OPL per month)
until 100% OPL Is reached
使某人達到最好狀態所涉及的總成本 = 入職費用 + 培訓費用 + 監督成本 + 在職培訓 + （總勞工成本 * % OPL）
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