We picked four essential group of performance indicator in area of HR: Employee turnover, Recruiting, Retention finally Training and Development.
Let’s take a look at the figure below to manage your business decisions!
We created a speedometer section to display eye-cathing dashboard visualization for the main KPIs. We created a massive dashboard, check the formulas to see how it work!
Choose your KPI so you will see the value of sub KPIs. Our Human Resources KPI Scorecard is free as always!
The Weight column can be filled with values between 1 and 10 according to the importance of the displayed value. As appropriate 1 represents the least important value in the company and 10 is the most important in the given field.
In the green field we have summed up weights, the “Employee Turnover” summarizing field on the figure is the sum of the columns Cost per Hire, Turnover Cast, Turnover Rate and Time to Fill subcategories.
Unfortunately onto the picture couldn’t be placed the help table in its entirely so out of the four key performance indicator only the first and last one is visible in details.
In the column Description we have made a short description of a key performance indicator so those also can use the human resources kpi scorecard who not familiar with this field.
In column Performance the given sub KPI’s value can be seen that we score in percentage format.
The question justly arises, how did we calculate the 54% belonging to the Employee Turnover can be seen in the Total Performance line? We have mentioned in the beginning of the article that this is a group performance indicator.
The calculation is as follows:
(3*30% + 2*70% + 3*80% + 3*4%) / 7 = 54%
And with this we are done with the calculation part of the human resource KPI scorecard. And now we only have to do is to create the design.
Finally let’s make the short summery of the phrases used in the making of the human resources kpi scorecard. The knowledge of these can be useful in our future work.
Human Resources KPI Scorecard – Indicators
Cost per Hire: Calculation of advertising and marketing, agency fees, employee referrals, relocation, recruiter pay and many benefits costs and the number of hires.
Turnover Cost: Calculation of termination, new hire, vacancy and learning curve costs.
Turnover Rate: The primary formula for turnover rate percentage is the number of separations divided by the average number of employees. Separations include employees who quit, are dismissed, move to another another business or retire.
Time to Fill: One important element in measuring the efficiency and effectiveness of the recruiting function is to measure the time it takes to fill a vacancy. The longer a position remains vacant, the greater the disruption to productivity.
Vacant Period: Number of overall days the positions were vacant
New Hires Performance Appraisal: Average performance appraisal of new hires, in comparison to previous period
Turnover Rates of New Hires: Total turnover of new hire with in first 12 months percentage of total new hire with first 12 months
Financial Impact of Bad Hire: Factors that determine cost of a bad hire: Training costs, HR costs, Interviewing costs
Preventable Turnover: This indicator considers the reasons the employee left the organizations and what measures may be taken to prevent it
Diversity Turnover: The impact of Diversity Turnover
Financial Impact of Employee Turnover
Training and Development
Learning and Growth Opportunities: Percentage of employees who are satisfied with the learning and growth opportunities in the company
Job Satisfaction: Common aspects: Total compensations; the job and position itself; Promotion possibilities; Relationship with manager; Communication and work relationship with coworkers.
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