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

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 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

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

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

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

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

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

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

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