Whether you are making a shift to evidence-based HR, or just want to make sure you have your finger on the pulse of your business, there are some key metrics that every HR manager needs. Here’s our list of the top ten.
Finance Background Management Business Arrows Dollar ExperienceSlideTeam
This complete deck covers various topics and highlights important concepts. It has PPT slides which cater to your business needs. This complete deck presentation emphasizes Finance Background Management Business Arrows Dollar Experience and has templates with professional background images and relevant content. This deck consists of total of eleven slides. Our designers have created customizable templates, keeping your convenience in mind. You can edit the colour, text and font size with ease. Not just this, you can also add or delete the content if needed. Get access to this fully editable complete presentation by clicking the download button below. https://bit.ly/2ZS9CBK
As we begin 2019, we take look at the importance of employee engagement, and how HR solutions can be used to enhance their experience and help increase their well-being whilst at work.
10 Golden Rules to Measure Employee PerformanceAli Asadi
1) A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future.
2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open.
3) Objective and healthy feedback will help your employee grow and contribute more to the company.
4) Prepare yourself by reading the job description and the self-appraisal; consult your notes
5) During a review, focus on both the positive and the negative aspects of the employee’s performance and bring out areas where improvement is required.
6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time.
7) Considering quality of work, you could be measuring and discussing the following factors:
• Customer satisfaction and feedback
• Any complaints
• Work output that must be redone (in percentage terms)
• Peer perception of job performance
• Adherence to procedures
• Budget management
• Attitude and behavior
• Percentage of leads that result in sales
• Consistency of quality
8) Be sure that you define quality norms well in advance so that all employees know what is expected of them.
9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business.
10) Measuring time-related issues is equally important. Can you rely on the employee to get things done on time? Does the employee coordinate complex activities with peers and customers? Is the employee punctual?
Whether you’ve taken a million personal and career assessments, or never taken one at all, there is always something to learn from the experience. Career assessments can help you understand how your interests, values, motivations, aptitudes, and skills can impact your career success and satisfaction.
• Why assessments are important
• Types of Career Assessments
• How to use the information to advance your career
Finance Background Management Business Arrows Dollar ExperienceSlideTeam
This complete deck covers various topics and highlights important concepts. It has PPT slides which cater to your business needs. This complete deck presentation emphasizes Finance Background Management Business Arrows Dollar Experience and has templates with professional background images and relevant content. This deck consists of total of eleven slides. Our designers have created customizable templates, keeping your convenience in mind. You can edit the colour, text and font size with ease. Not just this, you can also add or delete the content if needed. Get access to this fully editable complete presentation by clicking the download button below. https://bit.ly/2ZS9CBK
As we begin 2019, we take look at the importance of employee engagement, and how HR solutions can be used to enhance their experience and help increase their well-being whilst at work.
10 Golden Rules to Measure Employee PerformanceAli Asadi
1) A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future.
2) Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open.
3) Objective and healthy feedback will help your employee grow and contribute more to the company.
4) Prepare yourself by reading the job description and the self-appraisal; consult your notes
5) During a review, focus on both the positive and the negative aspects of the employee’s performance and bring out areas where improvement is required.
6) It is important to have objective, quantifiable criterion to measure performance. Typically, these fall into areas of quality, quantity, and time.
7) Considering quality of work, you could be measuring and discussing the following factors:
• Customer satisfaction and feedback
• Any complaints
• Work output that must be redone (in percentage terms)
• Peer perception of job performance
• Adherence to procedures
• Budget management
• Attitude and behavior
• Percentage of leads that result in sales
• Consistency of quality
8) Be sure that you define quality norms well in advance so that all employees know what is expected of them.
9) When measuring quantity, be careful to ensure that the quantity of work or output is qualitatively sound. The gadgets that an employee produces must be saleable. Sheer quantity without quality is only harming your business.
10) Measuring time-related issues is equally important. Can you rely on the employee to get things done on time? Does the employee coordinate complex activities with peers and customers? Is the employee punctual?
Whether you’ve taken a million personal and career assessments, or never taken one at all, there is always something to learn from the experience. Career assessments can help you understand how your interests, values, motivations, aptitudes, and skills can impact your career success and satisfaction.
• Why assessments are important
• Types of Career Assessments
• How to use the information to advance your career
10 Top Tips - Checking Out Future EmployeesVistage UK
Hires who have the right experience, background, and attitude are crucial for businesses. In careers such as nursing, law, and teaching, this is especially true as hires interact externally, as well as internally. Your recruitment process needs to be vigorous, giving you the ability to identify any potential risks, mismatches, or incorrect information. There are a number checks you can introduce into your recruitment process which we have outlined in this slideshare.
What is the Plan? The Importance of Business Planning and Goal SettingMasterBizCoach
Clearly an action plan to pursue a business or a career opportunity is more often than not a case of dealing with many, many unknowns. Plans, as they say should not be set in concrete; not in sifting sand.
Talent Mayhem...or Talent Management? HR Generalist vs. HR SpecialistCornerstone OnDemand
HR generalists are the proverbial jack of all trades, master of none. Find out why working with a dedicated talent management specialist is better for your business and your bottom line.
How much would you pay to see Glassdoor’s 2014 internal recruiting plan? Try nothing.
In the spirit of organizational transparency, join Steve Roop, SVP & General Manager at Glassdoor, as he steps through Glassdoor’s 2014 recruiting priorities and budget modeling—from big picture strategy to line-item cost detail.
Temp Agencies Explain the Advantage of Hiring Quality Temp Workerspyarbrough
Temp agencies provide the advantages to employers in Austin or San Antonio when they need to fill a position quickly. Find out what these advantages are.
Co-operative societies, Sacos, Housing, Investmet, Marketing, etc need to come up with Business Plans to guide in running the co-operative business or help in raising funds, seeking credit, etc..
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
Employee Metrics: 9 Essential Data Points to Track in 2022 LizzyManz
There are ton of metrics you could measure as a People and Talent lead at a fast-growth company. But tracking them all simply isn’t valuable. Instead, you should be economical and focus on a few metrics that can tell you the most about your function, keeping the rest in the background until you need to delve a bit deeper.
10 Top Tips - Checking Out Future EmployeesVistage UK
Hires who have the right experience, background, and attitude are crucial for businesses. In careers such as nursing, law, and teaching, this is especially true as hires interact externally, as well as internally. Your recruitment process needs to be vigorous, giving you the ability to identify any potential risks, mismatches, or incorrect information. There are a number checks you can introduce into your recruitment process which we have outlined in this slideshare.
What is the Plan? The Importance of Business Planning and Goal SettingMasterBizCoach
Clearly an action plan to pursue a business or a career opportunity is more often than not a case of dealing with many, many unknowns. Plans, as they say should not be set in concrete; not in sifting sand.
Talent Mayhem...or Talent Management? HR Generalist vs. HR SpecialistCornerstone OnDemand
HR generalists are the proverbial jack of all trades, master of none. Find out why working with a dedicated talent management specialist is better for your business and your bottom line.
How much would you pay to see Glassdoor’s 2014 internal recruiting plan? Try nothing.
In the spirit of organizational transparency, join Steve Roop, SVP & General Manager at Glassdoor, as he steps through Glassdoor’s 2014 recruiting priorities and budget modeling—from big picture strategy to line-item cost detail.
Temp Agencies Explain the Advantage of Hiring Quality Temp Workerspyarbrough
Temp agencies provide the advantages to employers in Austin or San Antonio when they need to fill a position quickly. Find out what these advantages are.
Co-operative societies, Sacos, Housing, Investmet, Marketing, etc need to come up with Business Plans to guide in running the co-operative business or help in raising funds, seeking credit, etc..
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
Employee Metrics: 9 Essential Data Points to Track in 2022 LizzyManz
There are ton of metrics you could measure as a People and Talent lead at a fast-growth company. But tracking them all simply isn’t valuable. Instead, you should be economical and focus on a few metrics that can tell you the most about your function, keeping the rest in the background until you need to delve a bit deeper.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Similar to 10 HR metrics you should keep at your fingertips (20)
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
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Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. 1. HEADCOUNT
The baseline figure.
Without it, all your other
metrics, from headcount
costs and growth to
turnover and retention
just won’t make sense.
3. 1. HEADCOUNT
But hang on. Should your
employee figures include
those on long-term
absence? And what about
temporary staff? Is your
definition of employee
the same as the Finance
department’s?
4. 1. HEADCOUNT
If you don’t have an
agreed, consistent
definition across the
business of what
headcount really means,
the maths won’t add up.
5. 2. EMPLOYEE TURNOVER
Do you know how many
people left your
organisation this month?
This year? And why? If you
don’t, you could leave your
business vulnerable.
6. 2. EMPLOYEE TURNOVER
For instance, if there’s a
sudden spike of leavers
from one specific
department or across the
organisation, it’s something
you need to investigate.
7. 2. EMPLOYEE TURNOVER
Or it could be that your
turnover is above average
for your business sector.
What could you do to
change that?
8. 2. EMPLOYEE TURNOVER
Regularly tracking leavers
and joiners can help you
identify potential issues
before they become a
problem.
9. 3. FLIGHT RISK
Checking for flight risk is vital. Look out for clues of
disengagement or unhappiness. Have absence levels
gone up? Have employees stopped going the extra mile?
10. 3. FLIGHT RISK
This kind of information is easy to collect during regular
performance reviews, especially if managers are
equipped with the right questions – and have a system
for recording the outcomes!
11. 4. EMPLOYEE COSTS
Knowing how much you
invest in your staff
(salaries, benefits,
bonuses, compensation
and training) is another
figure you’ll want to keep
on hand.
12. 4. EMPLOYEE COSTS
This allows you to
calculate the cost of
unplanned absences,
budget for staff
development and new
recruits, as well as model
the impact of potential
pay rises.
13. 5. VACANCIES
Having stats on the number
of current and planned
vacancies, and the skill sets
you’re looking for, can help
ensure you’re ready to
support the business.
14. 5. VACANCIES
With competition for talent
at an all time high, this
information will help you
keep your recruitment
processes under close
scrutiny and plan for
onboarding success.
15. 6. TIME TO HIRE/COST TO HIRE
You know the ability to quickly and cost effectively fill
vacancies has a direct impact on business performance.
16. 6. TIME TO HIRE/COST TO HIRE
So make sure you know the cost of filling each vacancy,
the route you used, how long it took, and estimate any
hidden costs too (time spent looking at CVs/interviewing,
communicating with candidates etc.)
17. 7. ABSENCE
This is a figure that most
business leaders will
expect you to know. It has
a direct impact on the
bottom line.
18. 7. ABSENCE
As well as the top line
figures, you’ll need to be
able to identify route
causes and map them
against different areas of
the organisation.
19. 7. ABSENCE
That way, if you identify
you do have a problem,
you can put in place
strategies to deal with it
effectively.
20. 7. ABSENCE
It’s also important to
know how much paid
holiday entitlement
employees have in hand
for resourcing and
financial reporting
purposes.
21. 8. DEMOGRAPHICS
Being able to see the make-
up of your workforce in a
visual way gives you an
important perspective on
key HR decisions, such as
retention and staff
development.
22. 8. DEMOGRAPHICS
This could help the way you
approach flexible working,
or deciding which benefits
to offer, and even the way
your office is designed and
decorated.
23. 9. PERFORMANCE
Setting specific development and performance goals is
an effective way to keep everyone focused. But they
won’t do much good to anyone if they aren’t tracked or
recorded.
24. 9. PERFORMANCE
It’s a metric that isn’t just important to HR. Think about
how you can make this information available to those
who need it. An HR system like Cezanne HR can help!
25. 10. COMPLIANCE
There are many
employment issues
that land at HR’s
doorstep. Depending
on the industry, there
may be some extra
facts and figures you
need to keep track of.
26. 10. COMPLIANCE
Are there key metrics
that would help your
business stay on the
right side of the law
and operate safely?
27. 10. COMPLIANCE
A key example is health
and safety. How many
incidents did you have
last year? Is your record
improving? Is your
training up-to-date?
28. With so much data to manage, an HR system can make
a real difference.
Why not get in touch today and organise your free
online demo with Cezanne HR today!
https://cezannehr.com/hr-software-demo/