HR Analytics (人力資源數據分析)

HR Performance Metrics人力資源績效指標

Turnover rate = No. of leavers / total no. of employees

Turnover rate = No. of leavers / employees at the beginning of the period

Turnover rate = No. of leavers / (employees at the beginning of the period + new hires in the period)

Resignation rate / turnover rate in the period (90 days / 6 months / 12 months)

First-year resignation rate = New hires left in first 1 year / total no. of employees

First-year turnover rate =  New hires left in first 1 year / total no. of new hires

Resignation / turnover rate (by high performer / long service - over 3 years / high rank - managerial grade) 

Resignation rate = Leavers by category / total no. of leavers in the period

Turnover rate =  Leavers by category / total no. of leavers in the period

Voluntary turnover rate = Voluntary terminates during period/employees at the beginning of the period

Involuntary turnover rate = Involuntary terminates during period/employees at the beginning of the period

Involuntary turnover rate = Involuntary terminates during period/employees at the beginning of the period

Reason of leaving = Individual reasons / total no. of leavers in the period

Distribution of leaving employees by performance / rank

Revenue per employee = Revenue / total no. of employees
Revenue per FTE =  Revenue / total no. of FTE

Profit per employee = Profit / total no. of employees
Profit per FTE = Profit / total no. of FTE

Labour Cost per employee = Labour Cost / total no. of employees
Labour Cost per FTE = Labour Cost / total no. of FTE

Labour Cost percentage of revenue = Labour Cost / total revenue

Labour Cost percentage of expenses = Labour Cost / total expenses

Overtime per employee = Hours of overtime / total no. of hours (contractual hours + overtime) per period

Sick Leave rate = Number of sick leave days/number of available work days in the period

Absence rate = No. of absence days / no. of available work days in the period

Absence rate per manager/department = No. of absence days per unit / total no. of working days per unit
Ratio of HR to employees = Total no. of employees/ total no. of HR
Retention Rate = (Total employees who stayed for the whole time period / total no. of employees at the start of the time period) x 100%

Training expenses per employee = Training expenses / total expenses

Promotion rate = No. of employees promoted / total no. of employees

General Workforce Metrics 一般勞動力指標

Average age = Sum of age of all employees / no. of employees

Average length of service = Length of service of all employees / no. of employees

Age distribution

Gender distribution

Length of service distribution

Retirement rate = Employees retired in the period / total no. of employees

Employee engagement rate = Employees above the engagement norm in the period / no. of employees at the beginning of the period

Satisfaction rate = No. of employees who report being satisfied in their job

Recruitment Metrics 招聘指標

Time to fill = Date of successful hire – Job opening date

Time to hire = Date of successful hire – Recruitment start date

Cost per hire = Total hiring cost / no. of new hires

Recruitment channel successful rate = Successful hire / total applications received from recruitment channel

Candidate Job Satisfaction = No. of hires who rate themselves as satisfied in their new job / total no. of hires

Applicants per opening = Total no. of applicants / no. of job openings

Selection ratio = No. of hired candidates / total no. of candidates

Offer acceptance rate = No. of offers accepted / no. of offers made

Vacancy rate = Total no. of job vacancies / total no. of positions in the whole organization

Interview Notes

1. Language
2. Self-introduction, Previous Jobs, and Current Job
• Team Structure & size
• Scope
• Achievement
• Learning
• Reason of Leaving
3. Strength
4. Improvement & Growth
5. Performance Appraisal / Comments by Supervisor
6. Preference in career development
7. Experience in specific job fields
8. Work StyleHow to manage workload & multi-tasks
• How to manage demanding persons
• How to manage pressure
• How to manage mistakes
• How to manage oppositive opinions
9. Understanding of the organization and the position
10. Job satisfaction/expectation on the next job
11. How to engage or adapt to a new environment

Employee Performance Management

Employee reviews are an inevitable and critical part of an individual, team and organization's growth. From a traditional viewpoint, the performance review is a culture of annual planning, budgeting and the desire to link performance to compensation.

Employee's Thoughts
- focus on past performance than on future improvement
- focus on recent performance rather than overall performance
- goal alignment is not clear
- many of the performance indexes used don't relate to performance

Manager's Thoughts
- time-consuming

How to optimize the performance review process:
- Employees feel valued and invested in their work
- Employers have a systematic way to track performance and ensure employees are directly contributing to the wider goals of an organization

However, work is less predictable and goals rapidly shift in response to changing priorities and market changes.
Solutions
- Continuous performance management and communication
- Shorter-term objective setting
- Real-time feedback
- Frequent 1-on-1 check-ins
- Performance review training for management executives

Measurement
- Efficiency
- Quality of Work
- Innovative Thinking
- Helpfulness
- Skills Development
- Adherence to Company Values

Toilet Cleaning Checking Record (洗手間清潔檢查記錄)

檢查範圍
廁格

• 坐廁清潔
• 廁所乾淨
• 沖水系統正常
• 廁紙充足

洗手盆

• 盆及枱面清潔
• 鏡面光亮
• 梘液充足無滴漏

企廁

• 企廁清潔無漬
• 沖水系統正常

其他

• 地面乾潔無廢紙
• 牆壁清潔無塵
• 天花及風口乾潔
• 氣味清新
• 抹手紙足夠
• 乾手機操作正常
• 廢紙箱妥善清理
• 清潔用品妥善儲存
• 陳設物品整潔
• 各設備操作正常

Talent Management / Succession Planning

9-Box Grid for Succession Planning
https://bestpractices.clearcompany.com/9-box/index.html

Performance vs Potential
High Potential + Low Performance: Develop
High Potential + Middle Performance: Stretch/Develop
High Potential + High Performance: Stretch
Middle Potential + Low Performance: Observe
Middle Potential + Middle Performance: Develop
Middle Potential + High Performance: Stretch/Develop
Low Potential + Low Performance: Observe/Exit
Low Potential + Middle Performance: Observe
Low Potential + High Performance: Develop






https://www.saba.com/resources/how-tos/proven-tools-for-identifying-and-developing-your-organizations-talent-pipeline

• Staff
• Performance Level
• Ultimate Potential Level
• Readiness

Excel Forms to keep track of the talents

Template - Multiple Successors

1. Department
2. Position
3. Current Job Holder
4. Tentative Retirement Date / Current Contract End Date
5. Emergency Cover (i/Name; ii/Current Position)
6. Up-next: Ready Now (i/Name; ii/Current Position)
7. On-deck: Ready in 1-2 years (i/Name; ii/Current Position)
8. High Potential: Ready in 3-5 years (i/Name; ii/Current Position)

Template - Nominated Successor

1. Department
2. Position
3. Current Job Holder
4. Tentative Retirement Date / Current Contract End Date
5. Job Requirements (Skills, Experience, Qualifications, Personality)
6. Succession Strategies (Talent Pool / Sources, Development Tools, Person-in-charge)
7. 1st Potential Successor (Nominated Staff, Current Position, Performance Level, Ultimate Potential Level, Readiness)
8. 2nd Potential Successor (Nominated Staff, Current Position, Performance Level, Ultimate Potential Level, Readiness)

Talent Pool Analysis

1. Department
2. Staff Name
3. Current Position
4. Next Position
5. Skills
6. Experience
7. Qualifications
8. Personality
9. Performance Level
10. Ultimate Potential Level
11. Readiness

Vendor / Agency Review

我們需要知道：
1/ 貴公司的辦事處在哪？有沒有分部？
2/ 貴公司的規模、多少員工？
3/ 貴公司負責這業務 / 項目的單位架構如何、員工有多少
4/ 貴公司發展這業務 / 項目多久？
5/ 貴公司的專長是哪一規疇？在市場上有什麼優勢？
6/ 貴公司有多少恆常的僱主客戶？是哪一類型僱主客戶為主？
7/ 貴公司在這業務 / 項目上每年有什麼工作？
8/ 貴公司對這業務 / 項目的發展及策略上有何見解？
9/ 貴公司如何維護這業務 / 項目的質素？
10/ 貴公司有否網站、微信帳號或宣傳品可以分享？

例子：招聘
a/ 貴公司每年共招聘多少人？
b/ 平均每一僱主客戶每年招聘多少人？
c/ 貴公司的招聘策略是怎樣？對在華招聘教師或校長有何見解？
d/ 貴公司從何渠道招聘候選人？
e/ 貴公司如何篩選候選人及確保候選人質素？
f/ 貴公司如何辨別候選人身份、資歷真假？
g/ 貴公司有網站或微信帳號可以分享嗎？

Clues to Look For During the Interview

1. Emotional Maturity. Does the applicant......
• Blame others for his own mistakes?
• Criticise without reason or more sharply than the facts justify?
• Have ambitions beyond his abilities?
• Make excessive claims regarding his accomplishments and abilities?
• Offer unbalanced reasons for the action of others?
• Try many diverse things and give up?
• Seem excessively concerned about his authority and responsibilities?
2. Dependability. Has the applicant......
• Taken his job and school and family responsibilities seriously?
• Been reprimanded for neglecting school work or his job?
• Done his fair share of the work?
• Lived up to his commitments?
3. Self-confidence. Does the applicant......
• Blame others for his misfortunes?
• Seem poised or more nervous than the situation justifies?
• Express himself timidly?
• Seem domineering or dogmatic?
• Adjust his manner to the situation?
• React violently to criticism?
4. Criticalness. Is the applicant......
• Suspicious of others?
• Hostile to many people and groups?
• Generous in praise?
• Analytical or emotional in judging others?
5. Value of System. Does the applicant seem to want......
• Security?
• A lot of money?
• A job without responsibilities?
• A job where he can accomplish something worthwhile?
• To be liked?
• To become a "big wheel"?
• To learn something useful to his career?
• To be free from restrictions?
6. Health and Vitality. Does the applicant......
• Have a bad attendance record at school or work?
• Need a regular medical card?
• Need to take pills and medicines often?
• Appear to have vitality?
• Take part in activities which require vitality?
7. Attitudes Toward Other Persons. Is the applicant......
• Friendly and sociable as indicated by friends and activities?
• Likely to get along with almost anyone, or with only special groups of people?
• Realistic in his appraisal of others?
8. Attitudes Towards Jobs. Does the applicant like......
• His former bosses and teachers?
• Routine work?
• Dealing with people?
• Close supervision?
• Clean or dirty work?
• Complex jobs?
• Responsibility?
9. Speech. Are his fluency and tone and manner acceptable?
10. Appearance. Is his appearance satisfactory?

Suggested Interview Questions

1. Please brief me your previous jobs, their nature and responsibilities.
2. How many staff are there in your previous company/department?
3. Can you tell me the organisation structure within your department?
4. Why are you attracted to this position?
5. What is your impression of our organisation?
6. How do you spend your leisure time?
7. How would you describe your own personality?
8. From what you know about our organisation and the job, what do you think will be the toughest aspect of the job?
9. Why do you think we should hire you?
10. What factors are important to you in terms of your job satisfaction?
11. What are the most important factors for you to accept a job offer?
12. How would you describe yourself in terms of your strengths and weaknesses?
13. What contributions do you feel you could make to our organisation be accepting this position?
14. What are your career objectives?
15. Why are you leaving your present position?
16. What did you feel good/bad about in your last job and why?