HR Metrics To Drive Employee Productivity In Your Organization. The HR Metrics to drive employee productivity in your organization are the most important and effective way of measuring how well you’re doing. The key is to measure what matters, not just for a single day or month but over time.
This will help you identify areas where improvements can be made so that you can achieve better results. However, if we measure and analyze them, they may prove to be extremely beneficial in improving the performance of an organization. In this article we discuss some of the best ways to use these metrics to improve performance at work:
It is recommended that readers should go through the following blogs which CHRMP has published earlier.
HR Metrics: The Meaning And Importance
Why Should You Be Careful In Choosing HR Metrics Of Your Organization
Eight Useful Tips To Develop Good HR Metrics For Your Organization
Employee Productivity And Its Different Aspects
HR Metrics is a term used to describe the measurement of human resource activities. It includes all aspects of employee performance, including recruitment and selection, training, development, compensation, benefits, rewards, recognition and retention.
The goal of an effective human resources management system is to ensure that employees are satisfied with their jobs so they will be more productive and loyal to your company. This article discusses how you can use data from various sources in order to measure the effectiveness of your human resources department.
Performance metrics meaning:
Performance metrics refers to any type of information about the work being done by people within an organization. These include:
The purpose of using these types of measurements is to help managers make decisions about what needs to change or improve for each individual job position. The purpose of using these types of measurements is to help managers make decisions about what needs to change or improve for each individual job position. The most common way to collect this kind of information is through surveys.
For example, if there’s a new manager who wants to know whether his team members like working together, he could ask them directly on a survey. Or, if someone has been hired at the sales department but does not have any sales experience yet, then it would be useful to have some sort of evaluation before she starts her first day.
In both cases, the results of the survey might show that the person isn’t very good at communicating with others, which means that he should probably get additional training. If the same situation happened again after another month, then the manager may decide to fire him because he wasn’t able to perform well enough during those two months. The key thing to remember when collecting performance metrics is that every single piece of information must be accurate and reliable. Otherwise, the whole process becomes useless.
Key Metrics meaning :
Key Metrics refer to specific measures that provide insight into the overall health of a business. They’re often referred to as “business indicators” or “indicators.” Key Metrics give executives a clear picture of where things stand right now, allowing them to see trends over time. Some companies also use key metrics to predict future outcomes based on current conditions.
For instance, let’s say that you own a restaurant chain called “Burger King.” You want to figure out how many locations, you need to open next year in order to maximize profits. To find out how much money you’ll earn per location, you’d look up historical earnings figures for similar restaurants around the country. Then you’d compare Burger King’s numbers against other chains’ numbers to determine whether opening more stores makes sense.
Key Metrics aren’t just limited to financial analysis; they can apply to almost any aspect of running a business. Here are some examples of Key Metrics:
Based on an intensive literature survey, the author has identified 12 HR Metrics, directly relating to employee productivity.
The Employee Absenteeism rate is the percentage of employees who are absent from work for more than three consecutive days. It can be calculated by dividing the number of employee absences in a given period by the total number of full-time equivalent workers employed during that same time frame. Job boards track the offer acceptance rate and conversion rate.
The following table shows how to calculate an EAR:
Number of Employees=Full Time Equivalent Workers x Average Hours Per Week.
Absent Days / Total Absence Days Percentage of Employees with More Than 3 Consecutive Day’s Absence.
Example 1: A company has 100 FTE and they have 10% absenteeism, which means there were 90 people working on average per week. Therefore, we multiply these two numbers together to get 180 hours worked per week or 5400 hours worked annually. We then divide this figure by 52 weeks to find out the number of absence days per year.
1.2 Profit Per Employee (PPE)
PPE= Total Profit/Total number of regular employees
We may calculate profit as follows :
PBT: Profit Before Tax = Total Revenue – operating cost
PAT: Profit After Tax = Total revenue – operating cost – tax
Profit per employee is an important measurement, and if it is decreasing, we must address it by taking short term and long term measures.
The Employee Task Completion rate is the percentage of work that an employee completes in a given period. It can be calculated by dividing the number of completed tasks for all employees during a specified time frame, such as one month or quarter, by the total number of assigned tasks for those same employees over the same timeframe.
A business development scorecard metrics is efficient in maintaining the task completion rate. The ETCR provides insight into how well your team members are performing their jobs and whether they’re meeting expectations. If you have high-performing teams, it may indicate that there isn’t enough work to go around.
On the other hand, if your team has low performance levels, this could mean that some people aren’t doing what needs to get done on a consistent basis. In either case, having a clear understanding of where things stand will help you make better decisions about hiring new staff, training existing workers, and managing overall productivity.
We may calculate percentage over time hours as follows: The recruitment team would handle the hiring process and payroll metrics as well .
Percentage over time hours per month = (Overtime hours per month / Regular working hours + overtime hours ) x100.
The recruitment team would be responsible for the quality of hire and the candidate experience.
We should note the following in case of increase in percentage of overtime hours or overtime hours:
In all such cases, you should hire more people lest the regular workers should get overworked
So that they may get paid for overtime hours. Company metrics would help decide and calculate the employee performance metrics
This may help in taking decisions to strengthen the weak spots, after identifying them.
Photographer: Carl Heyerdahl | Source: Unsplash
Employee Productivity Rate (EPR) is a metric that measures the productivity of an employee. It’s calculated by dividing total hours worked in one week by the number of employees working during this period and multiplying it with 100 to get the percentage. This gives you an idea about how much time your employees are spending on their work, which can be used as a measure for evaluating performance.
The EPR helps managers understand if they need to hire more or less people to achieve desired results. Productivity Metrics Type Description Average Daily Hours Worked Average daily hours spent at work per day. Number Of Employees Total No. of employees who have been employed within the last 12 months. Percentage Of Full Time Workers % of full-time workers out of all employees.
Weekly Earnings Gross weekly earnings of all employees divided by no. of weeks worked. Evaluation metrics can help understand employee performance, Data metrics and human resource metrics are there to measure productivity rate of the employees. However, the total company revenue may also fall due to non employee and other extraneous reasons.
The Revenue per employee metrics reporting is a measure of the profitability of an organization. It measures how much revenue each employee generates for your company, and it’s calculated by dividing total annual revenues by the number of employees in that year. The higher this ratio, the more profitable your business is. This metric can be used to compare different companies or even departments within one company.
HR expenses for employee= Total salary and benefits of HR department / Total number of employees in the organization.
HR expenses per employee is the total expenses incurred by the human resource (HR) department, divided by the total number of employees working for the organization, over the same period of time. If HR expenses per employee increase, while Hiring manager satisfaction and HR effectiveness decreases, then it is an indication that HR efficiency has gone down. It further means that the HR department is not taking good care of employees. In that case, employee productivity may be affected. The application of these regression metrics will make more sense if you take a closer look at our HR certification programs and learn the reasons from a detailed point of view.
Average time until promotion = Date of pay increase or promotion – date of joining after selection
If the average time until promotion is more than average of 18 months to 2 years for new entrants, it may be a motivating aspect. Talented employees may leave, if not promoted or given a pay increase in time.
Billable hours are the amount of work time of an employee, which we charge from the clients and thus, get money in return. This is a common HR and recruitment metrics in IT consulting and legal firms. However, if an employee is working full time for a client, his total work time may not be booked as billable hours.
You must deduct the lunch or tea time and other breaks from the total work time. As per reference “fitsmallbusiness.com” targets for billable hours per week should be 35. If billable hours per employee per week are less, the reasons should be investigated and remedial action should be taken.
Health care cost per employee = insurance costs + other health care expenses in organization / total number of employees
Health of employees is a matter of prime concern. Organizational health programs that improve employees health by reducing, preventing or controlling diseases can affect employee productivity.
Photographer: madison lavern | Source: Unsplash
The timesheets are the most important part of any project. They help you to keep track of your time spent on a particular task, which is very useful for billing purposes as well as monitoring how much work has been done in a day or week. The schedule helps you plan ahead so that you can complete all tasks before they become due dates. It also allows you to see what needs to be completed first.
This is a major cause for concern as it can lead to lower productivity and increased costs. The ETCR is the percentage of time that an employee spends on tasks which do not contribute towards their job objectives or goals. It’s important to understand how this affects your business because if you don’t manage negative emotions effectively then they will negatively impact your company’s performance. Negative emotions such as anger, frustration, anxiety etc., have been proven to be detrimental to workplace.
The author has listed 12 HR Metrics for driving employee productivity in your organization.
12 types of metrics Metrics to drive employee productivity in your organization
Plus, with the help of our short term and long term courses listed in HR analytics advanced certification program.
You can understand how KPI metrics positively impacts the performance and the output of the organization as a whole.
Continuing Professional Development (CPD) Membership offers a variety of learning opportunities for HR professionals to sharpen their competencies in the areas of workplace proficiency, technological efficacy, business acumen and HR domain.
How likely are employees to recommend your company as a good place to work?
An eNPS score is a good indication of how employees feel about the company. In order to get a better idea of what your employees think about the organization, ask them directly. Ask open ended questions such as “What do you like most/least about working here?” “How satisfied are you with management? Do you see any improvements needed?” “Do you plan to stay with us?” and “Are there any changes we should make to improve our workplace?”
What is the average amount of non-productive effort employees are putting in?
In order to grow as a business, you need to know how much time employees spend doing things that aren’t adding value to the bottom line. You can use the employee effort rate to measure whether or not your workforce is spending too many hours on non-value added activities.
In order to measure employee attendance accurately, it’s essential to know how many hours each person works. Using a time clock or other method, you can determine if your employees record accurate work hours.
What’s the Difference Between Employee Engagement and the Employee Experience?
Employee Experience is the overall experience of being employed by an organization. It captures the entirety of an employee’s interaction with the organization including prehire experiences to post exit interactions, as well as elements of a job related to a person’s role, workplace, wellbeing, and relationships within the organization.
