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Terma Glosari Pengurusan Sumber Manusia dan Manfaat Pekerja
Human resources KPIS serve as critical tools for measuring the effectiveness of an organization’s human capital strategies.
These metrics provide a quantitative foundation for understanding everything from recruitment processes and employee retention rates to training effectiveness and workforce satisfaction.
Tracking HR KPIs is essential for aligning the workforce with the strategic goals of the organization, optimizing employee performance, and enhancing overall organizational health.
In this glossary, we will delve into the pivotal HR KPIs that businesses must track to ensure they are not only managing but also maximizing their human resources to foster a productive, engaged, and motivated workforce.
The key HR KPIS for HR performance are
1. Human resources (HR) KPIs
HR KPIS are essential for measuring the effectiveness of HR activities and strategies within an organization.
2. Employee turnover rate
This KPI measures the rate at which employees leave the organization. A high turnover rate may indicate dissatisfaction with workplace culture, compensation, career prospects, or management practices.
3. Time to hire
The average time it takes to fill a vacancy from when the job is posted until an offer is accepted. This metric helps assess the efficiency of the recruitment process.
4. Employee satisfaction score
Typically derived from regular surveys, this score reflects how happy employees are with their workplace environment, culture, and their roles. It is a direct indicator of the overall morale within the company.
5. Training effectiveness score
Evaluates the impact of training programs on employee performance and development. This can be measured through changes in work quality, productivity, and professional growth following training sessions.
6. Absenteeism rate
Tracks the frequency and duration of unscheduled absences among employees. High rates can indicate deeper issues such as job dissatisfaction, poor work-life balance, or inadequate health and wellness support.
7. Cost per hire
Calculates the total cost associated with recruiting a new employee, including advertising fees, recruiter salaries, administrative costs, etc. This KPI helps HR to optimize recruitment strategies financially.
8. Retention rate
Measures the percentage of employees who remain with the company for a certain period, typically annually. This KPI is crucial for assessing the effectiveness of retention strategies and overall job satisfaction.
HR professionals can enhance their understanding of HR KPIs through various resources:
1. Professional HR Associations
Organizations like SHRM (Society for Human Resource Management) offer a wealth of resources, including courses, webinars, and publications that focus on HR metrics and how to interpret them.
2. Online courses and certifications
Websites like Coursera, Udemy, and LinkedIn Learning offer specialized courses in HR analytics that cover essential KPIs and their applications.
3. HR analytics conferences and seminars
Attending industry conferences provides insights into the latest trends and practices in HR analytics and KPI tracking.
4. Books and journals
Several publications are dedicated to HR metrics and performance measurement, providing in-depth explanations and case studies.
5. HR software vendors
Many HR software systems include analytics capabilities, and vendors often provide training and support to help HR professionals make the most of these tools.
Responsibility for tracking HR KPIs typically lies with:
A company should focus on HR KPIs as soon as it has a sizable workforce and structured HR processes. Early attention to these metrics can:
HR KPIs play a crucial role in shaping and maintaining a positive company culture by:
HR KPIs significantly impact employee satisfaction in several ways:
Ini ialah tinjauan ringkas yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini terdiri daripada kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh ditadbir secara berkala (bulanan / mingguan / suku tahunan).
Mengadakan mesyuarat berkala selama sejam untuk sembang tidak formal dengan setiap ahli pasukan adalah cara terbaik untuk memahami apa yang berlaku dengan mereka. Oleh kerana ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik mengenai sesuatu isu.
eNPS (pekerja skor Net Promoter) adalah salah satu cara yang paling mudah tetapi berkesan untuk menilai pendapat pekerja anda terhadap syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada orang lain? Pekerja bertindak balas terhadap kaji selidik eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' untuk mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' untuk mengesyorkannya.
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