Category Archives: Human Resource Management
Number of in-house training courses
Definition:
Percentage of courses that have been given inside the organization. This can be the own academy of the organization or an external training institute that gives inhouse trainings.
Calculation:
(Number of in house training courses / total training courses) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Depends On The Goals
Strategic objective:
Skilled and experienced workforce, cost effectiveness
Percentage of courses that have been given inside the organization. This can be the own academy of the organization or an external training institute that gives inhouse trainings.
Calculation:
(Number of in house training courses / total training courses) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Depends On The Goals
Strategic objective:
Skilled and experienced workforce, cost effectiveness
Number of internal promotions
Definition:
Number of promotions that have been grant to current employees. This figure can be important in the employee development policy.
Calculation:
(Number of promoted employess for open job positions / total filled job positions) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Higher Is Better
Strategic objective:
Skilled and experienced workforce
Number of promotions that have been grant to current employees. This figure can be important in the employee development policy.
Calculation:
(Number of promoted employess for open job positions / total filled job positions) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Higher Is Better
Strategic objective:
Skilled and experienced workforce
Number of training hours
Definition:
Number of hours that employees have spend to educative activities: training and courses.
Calculation:
(Training hours / total number of hours) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Depends On The Goals
Strategic objective:
Skilled and experienced workforce; customer satisfaction
Number of hours that employees have spend to educative activities: training and courses.
Calculation:
(Training hours / total number of hours) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Depends On The Goals
Strategic objective:
Skilled and experienced workforce; customer satisfaction
Managers who have had performance management training
Definition:
Percentage of managers who had courses about performance management. Relevant if the organization is planning to implement or is using performance management instruments.
Calculation:
(Managers who had courses on performance management / total number of managers) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Depends On The Goals
Strategic objective:
Skilled and experienced workforce
Percentage of managers who had courses about performance management. Relevant if the organization is planning to implement or is using performance management instruments.
Calculation:
(Managers who had courses on performance management / total number of managers) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Depends On The Goals
Strategic objective:
Skilled and experienced workforce
Motivation index
Definition:
Index of the motivation of the employees. Based on responses from a section in the employee survey. 100% means all employees are motivated.
Calculation:
(Motivated employees / total number of employees) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Higher Is Better
Strategic objective:
Efficient operations; employee satisfaction
Index of the motivation of the employees. Based on responses from a section in the employee survey. 100% means all employees are motivated.
Calculation:
(Motivated employees / total number of employees) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Higher Is Better
Strategic objective:
Efficient operations; employee satisfaction
Work experience MT
Definition:
Number of cumulative relevant work experience (years) in current management team (MT). Really important to define 'relevant' in a proper way!
Calculation:
Sum of relevant working years
This KPI is measured as: Number (amount Of Units, Rating, Etc)
Interpretation of results: Higher Is Better
Strategic objective:
Skilled and experienced workforce
Number of cumulative relevant work experience (years) in current management team (MT). Really important to define 'relevant' in a proper way!
Calculation:
Sum of relevant working years
This KPI is measured as: Number (amount Of Units, Rating, Etc)
Interpretation of results: Higher Is Better
Strategic objective:
Skilled and experienced workforce
Average employee years of service with company
Definition:
The average number of years employees are working for the organization.
Calculation:
Total number of years in service / total number of employees
This KPI is measured as: Number (amount Of Units, Rating, Etc)
Interpretation of results: Higher Is Better
Strategic objective:
Desirable place to work
The average number of years employees are working for the organization.
Calculation:
Total number of years in service / total number of employees
This KPI is measured as: Number (amount Of Units, Rating, Etc)
Interpretation of results: Higher Is Better
Strategic objective:
Desirable place to work
Exit interviews
Definition:
Percentage of leaving employees that had an exit interview. Exit interviews can be really important for organisations to learn from the reasons why people leave. People who leave are possibly more willing to tell the truth and will have a positive feeling after such a conversation.
Calculation:
(Numbur of leavers with an exit interview / Total number of leavers) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Higher Is Better
Strategic objective:
Skilled and experienced workforce; learning organisation
Percentage of leaving employees that had an exit interview. Exit interviews can be really important for organisations to learn from the reasons why people leave. People who leave are possibly more willing to tell the truth and will have a positive feeling after such a conversation.
Calculation:
(Numbur of leavers with an exit interview / Total number of leavers) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Higher Is Better
Strategic objective:
Skilled and experienced workforce; learning organisation
Number of full time temporary employees for a longer time
Definition:
Number of contractors connected to the organization for more than a predefined number of months. This can be interesting for cost effectiveness, continuity, etc. Might be interesting to hire an internal employee when a temporary employee is working on the job for a long time.
Calculation:
(Number of interim employees for a predefined long period / total number of employees) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Lower Is Better
Strategic objective:
Skilled and experienced workforce; cost effectiveness
Number of contractors connected to the organization for more than a predefined number of months. This can be interesting for cost effectiveness, continuity, etc. Might be interesting to hire an internal employee when a temporary employee is working on the job for a long time.
Calculation:
(Number of interim employees for a predefined long period / total number of employees) * 100%
This KPI is measured as: Percentage (%)
Interpretation of results: Lower Is Better
Strategic objective:
Skilled and experienced workforce; cost effectiveness
Percentage of contractors to total staff
Definition:
The rate of the employees working for the organization as a contractor, or interim. This measure can be interesting for continuity of knowledge within an organization, for example.
Calculation:
(Number of contractors / total number of employees) *100%
This KPI is measured as: Percentage (%)
Interpretation of results: Lower Is Better
Strategic objective:
Skilled and experienced workforce
The rate of the employees working for the organization as a contractor, or interim. This measure can be interesting for continuity of knowledge within an organization, for example.
Calculation:
(Number of contractors / total number of employees) *100%
This KPI is measured as: Percentage (%)
Interpretation of results: Lower Is Better
Strategic objective:
Skilled and experienced workforce
