【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

管理  ·    ·  7 mins read

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) 

 

 


Six People Map Consultancy Limited
Six People Map Consultancy Limited