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I Need Some KPI For HR Dept. - Compensation And Benefits

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Sfkmujahid Started The Discussion: Can anyone send me some KPI for HR dept.

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[ Leena ]
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Hi sfkmujahid, Some of the KPIs for the HR Department could be Employee Turnover, Employee Satisfaction, Absenteism, Staff Competency. Regards, Leena

[ Kankana ]
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I am a new entrant in the field of HR. So can you pls tell me wat does KPI stand for and wat is its significance in HR? Sorry for asking such a silly ques...

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[ Leena ]
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Hi Kankana, Let me try to help you. KPI stands for Key Performance Indicator. They are not specifically linked only to HRD, but have to do with the entire organization. Each Department/Division of an organization usually has set and identified KPIs, which are measurable and quantifiable in nature so as to measure the success of the organization in terms of the organization's mission and goals. Hence KPIs can be defined as measurements for an organization's success. KPIs are also known as KSIs which stand for Key Success Indicators. For instance, the HR Department could have Employee Turnover as one of its KPIs. The goal for setting this KPI would be to reduce employee turnover. It could be defined numerically for better
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difinition such as to reduce employee turnover by 5% every year. This KPI could be defined as the total of the number of employees seperated from the organization for reasons of resignation or termination divided by the number of employees at the beginning of the year. It could be measured on a fixed time schedule like every month or every quarter. I guess this will give you a basic idea. If you need any further clarification feel free to ask. Regards, Leena

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[ Leolingham2000 ]
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HR Key Performance Indicators Frequently used HR Key Performance Indicators include:

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FTE = full time employees Revenue per Employee (FTE) Assets per FTE Training Hours per FTE Training Costs per FTE HR Department Cost per FTE FTEs per HR Department FTE Acceptance Rate Average Cost per Hire Absence Rate Turnover Rate Resignation Rate Human Investment Ratio Compensation & Benefits/Revenue Average Remuneration Time taken per recruitment Cost per recruitment THE CHOICE OF HR KPI WILL VARY FROM YEAR TO YEAR, SUBJECT TO COMPANY'S -STRATEGIC PLANNING
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Please Share Your Views On KRA, KPA & KPI Kra,kpi And Competency Mapping - Performance Management Balanced Scorecard And KPI In HR Department How To Design A Balanced Scored Card : Job Design, Job Analysis, JD, Competency Mapping, KPI Performance Management System Questionnaire Certificate Courses In HR Human Resources Management What Are Your Key Performance Indicators What Is Balance Score Card??? - Balanced Scorecard Another Beautiful Presentation On Balance Scorecard - More Lucid SWOT Analysis - Balanced
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-STRATEGIC PLANNING -CORPORATE STRATEGIES -CORPORATE OBJECTIVES WHICH IN TURN AFFECTS THE HR'S -HR STRATEGIC PLANNING -HRM STRATEGIES -HRM OBJECTIVES ------------------------------------------------------The HR Balanced Scorecard is the measurement tool. It provides the management with a tool and a process to measure the performance of people practices and the HR function from multiple perspectives: 1. Strategic Perspective the results of strategic initiatives managed by the HR group. The strategic perspective focuses on the measurement of the effectiveness of major strategy-linked people goals. For instance, the business strategy called for major organizational change programs as the business faced major
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SWOT Analysis - Balanced Scorecard

Topic Categories >> balanced scorecard change management performance management hr strategies compensation and benefits role of hr hr processes

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restructuring and multiple mergers and acquisitions. In this context, the organizations change management capability will be a key factor in the success or failure of its execution. Therefore, measuring the ability of the business to manage change effectively is the core measure of the effectiveness of HR and will be a key strategic contribution to the future success of the business. EXAMPLES -change management capability of the organization -organization compensation and benefit package with respect market rate. -organization culture survey -HR BUDGET / ACTUAL -HR COSTS BENCHMARK EXTERNALLY -HR annual resource plan. -skills/ competency level etc 2.Operational Perspective the operational tasks at which HR must excel. This piece of the Balanced Scorecard provides answers to queries
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management human resource organization culture business partner performance indicators hr department business decisions performance tracking hr process resource management management process compensation and benefit about hr key performance indicator
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Balanced Scorecard provides answers to queries about the effectiveness and efficiency in running HR processes that are vital to the organization. Examples include measuring HR processes in terms of cost, quality and cycle time such as time to fill vacancies. EXAMPLES -time taken to fill vacancies -cost per recruitment promotions -absenteeism by job category -accident costs -accident safety ratings -training cost per employee -training hours per employee -average employee tenure in the company -lost time due to injuries -no. of recruiting advertising programs -no. of employees put through training. -turnover rate -attrition rate etc

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3.Financial Perspective this perspective tries to answer questions relating to the financial measures that demonstrate how people and the HR function add value to the organization. This might include arriving at the value of the human assets and total people expenses for the company. HR EXAMPLES -compensation and benefits per employee -sales per employee -profit per employee -cost of injuries -HR expenses per employee -turnove cost -employee '' workers compensation costs'' etc 4.Customer Perspective this focuses on the effectiveness of HR from the internal customer viewpoint. Are the customers of HR satisfied with their service; are service level agreements met;
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their service; are service level agreements met; do the customers think they can get better service elsewhere? Conducting an HR customer survey might typically arrive at this. EXAMPLES -employee perception of the HRM -employee perception of the company , as an employer -customer/market perception of the company, as an employer. etc

All four components of the scorecard are used to define and measure the effectiveness of peoplemanagement activities and how the HR function executes them. This provides a strategic measurement and management process to show the connection between a companys business strategies and goals and its HR strategies, activities, and results. The Balanced Scorecard
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can provide an ideal approach to measure the contribution that human resource management makes to business success. With the HR Balanced Scorecard in place, it can assist organizations to easily monitor the workforce indicators that are key to their business success. Such solutions enhance HRs ability to provide counsel to line management and deliver results that make a difference to the achievement of their goals and strategy and thereby to shareholders. The apparent and inherent values that the HR Balanced Scorecard brings include: Measurement provides the data and facts to support business decisions, giving credibility to HR recommendations and initiatives; Collecting and using data to make decisionsregarding retaining and motivating the workforce, giving the organization a competitive advantage in the marketplace; The right mix of lead and lag measures helps the business assess its strategic alignment and progress towards its objectives;
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alignment and progress towards its objectives; HR will be proactive in identifying potential improvements and bringing suggestions to the business that improve bottom-line results; and A business and linked measurement framework focuses activity on those tasks that contribute to organizational success. This process lifts the role of HR from being viewed purely as a cost centre to that as strategic business partner. regards LEO LINGHAM

[ Aniruddh Thakore ] Some of the KPI may be ; Canteen Cost Employee Cost
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Safety i.e No. of Accidents , Mandays Lost Absenteeism Mandays lost due to labour problem People Development i.e No.of Trg Progs, No of Participants etc Employees involved in SGA Special projects i.e. progs for Community Development, Environment Mgt etc Regards Aniruddh

[ Urvashipawar ] Hi there, I am Urvashi, New Entrant to this site. I work with Torrent Pharma and I am right now taking care of Performance Management System. I can help you in understanding few KPI of HR dept.
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e.g if the KRA is 1.Saving of 20% amount on Budget for Recruitment Expenses. then the KPI could be 20%(excellent)15%(good) 10%(satisfatory)7.50% (needs improvment) 2. Recruitment timeline (average) to be improved - 60 Days from vacancy creation then the KPI could be 45 Days(excellent)60 Days(good) 75 Days(satisfatory) 90 Days(needs improvment) KPI's are specific measures of KRA. It indicates the successful achievement of the KRA. KPI could be a percentage of decrease an amount of time a cost saving date of completion....... to name a few. Hope this info would help you understand better Urvashi
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Urvashi

[ Kankana ]
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Thanks a ton for your help in explaining the concept and the practices. Thanks to Leena, Anirudh, Leo, Urvashi and the others who have helped me get a better hang of the concept. Regards, Kankana

[ Kankana ]
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(Contributing

Thanks a ton for your help in explaining the concept and the practices. Thanks to Leena, Anirudh, Leo, Urvashi and the others who have helped me get a better hang of the concept. Regards, Kankana

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[ Kankana ]
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(Contributing

Thanks a ton for your help in explaining the concept and the practices. Thanks to Leena, Anirudh, Leo, Urvashi and the others who have helped me get a better hang of the concept. Regards, Kankana

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