KIPs for Human Resources

KIPs for Human Resources
Stt
English
VietNamese
01
% of senior employees 
Percentage of employees above a predefined age.
%Tỷ lệ lao động lớn tuổi
02
% of employees that almost utilized their vacation balances 
Percentage of employees that are near or at max for their vacation balances.
Unit: Percentage
Tỷ lệ lao động sử dụng hầu hết số dư ngày nghỉ .
03
Workforce stabilitity 
% time (career) withing company vs time in other companies; more detail than years in job
Số nhân viên trung thành
= thời gian tại cty / thời làm ở công y khác
04
% of non-fulltime employees 
Percentage of employees that do not work full-time.
Tỷ lệ lao động làm việc part time
05
% of mandays lost due to strike 
Percentage of mandays lost (in FTE) due to strike or other stoppage of work.
06
Average response time for routine HR inquiries 
Average response time for routine HR inquiries.
trung bình sự đáp lại, trả lời thời gian cho thủ tục, công việc hàng ngày HR câu hỏi
07
% of management FTEs 
Percentage of senior management/executives (FTE) as a percentage of employees (FTE)
08
Effective Worktime Index 
EWI= Real worktime / Theoretical worktime [%] Real Worktime = Theoretical worktime - days off - sick days - training days - () This KPI tracks the time ‘effectively’ allocated to work and allows managers predict the resource availability based on historical data and provide more realistic deadlines . Drill-down then informs about time spent training, absenteeism rate
09
Average span of control 
Average span of control within the organization/department. Span of control is the number of people directly reporting to one manager.
Span of control
10
% Staff in Team with excess Sick Leave
Unlike average sick leave per employee, this KPi discounts the situation where one or two employees in a team have extended periods of sick leave due to genuine illness or injury. Used in conjunction with other staff satisfaction KPI’s an increase in the score especially when it gets above 50% can indicate a problem in the leadership and management of the team. 
What constitutes excess sick leave is determined by individual organisational policy.
11
Independent contractors vs. employees ratio 
Ratio of independent contractors vs. employees.
12
Employer satisfaction rate 
Employer satisfaction rate based on periodic surveys of employees.
13
Human Capital Value Added 
Human Capital Value Added 
Revenue − (Operating Expense − ([Compensation cost + Benefit Cost]) ÷ Total Number of FTE
This equation would be more effective if it where Revenue-Compensation + Benefit Cost) / Total number of FTE.
tran kimdung Says: 
March 18th, 2008 at 1:17 am 
(revenue - (all cost or investment on employees))/ total number of FTE
all cost or investment from emploer on employees includes: Compensation + cost for fring Benefit +training cost
tran kimdung Says: 
March 18th, 2008 at 1:39 am 
Human Capital Value Added per employee =
(Revenue − (Operating Expense − [Compensation cost + Benefit cost +Training cost])) ÷ Total Number of FTE
lamborghini Says: 
May 19th, 2008 at 2:17 pm 
I totally agree with “mandyj”!
To get the human capital value added to a company, we must substract the human capital cost from the total revenues.
I don’t get the logic behind substracting all OPEX except the human capital cost from the revenues and would appreciate if someone can explain this to me.
Thanks!
lamborghini Says: 
May 19th, 2008 at 2:20 pm 
I also agree with what “tran kimdung” said, this is even better
14
Human Capital ROI 
Human Capital ROI
Revenue − (Operating Expense − [Compensation cost + Benefit cost +?]) ÷ (Compensation cost + Benefit cost)
Could you expand on the “benefit cost” and “?”. This looks like a very interesting formula.
tran kimdung Says: 
March 18th, 2008 at 1:33 am 
The meaning of Human capital ROI: the return from 1 dolar cost and investment on employee 
benefit cost: costs on all kind of fringe benefit provided by employer such as:
1. foods and drinks during working time.
2. uniform cloths.
3. company gifts on employees’ events such as wedding ceremony, having baby, etc.
4. cost for organizing employees’ picnic,
5. etc.
and ?:
included: training cost for employees from employer.
In that case the full formular will be:
(Revenue − (Operating Expense − [Compensation cost + Benefit cost +training cost])) ÷ (Compensation cost + Benefit cost+ Training cost)
lamborghini Says: 
May 19th, 2008 at 2:54 pm 
Formula should be:
(Revenue-Employee Related Costs)/Employee Related Costs
Why substracting employee related costs from OPEX? It has no sence then
15
Absence Rate 
Absence Rate
(Number of days absent in month) ÷ [(Average number of employees during the month) × (number of workdays)] × 100
tran kimdung Says: 
March 18th, 2008 at 1:43 am 
Absence Rate (%) =
(Number of days absent in month) ÷ [(Average number of employees during the month) × (number of workdays)] × 100
Librarian Says: 
March 18th, 2008 at 5:40 pm 
The formula has been changed.
surgeel Says: 
April 9th, 2008 at 8:16 am 
can i have a new formula
pauli1970 Says: 
April 18th, 2008 at 12:12 am 
What is the correct formula?
Tỷ lệ vắng mặt
16
Average salary per employee 
Average salary per employee
Average (annual) salary per employee. 
Unit: Money
Lương trung bình cho từng lao động
17
Percent of Higher Degree Employees
Number of exempt employees with a Masters or Doctorate degrees expressed as a percentage of the total number of exempt employees. Calculation to be made at a preselected time during a calendar year and repeated at the same time each year.
Direction: Range
Unit: Percentage
18
% of women in management 
Percentage of women in management.
19
Staff turnover costs 
Costs associated with employee departures. Includes costs like recruitment, training, etc.
Chi phí nhảy việc
20
Profit per employee (FTE) 
Profit in measurement period divided by number of employees or FTE in measurement period (e.g. monthly, quarterly).
Formula:
[Profit] divided by [number of employees] or [number of FTE]
Direction: More is better
Unit: Money
Poor description.
Librarian Says: 
January 29th, 2008 at 2:40 pm 
Description has been updated. If you would like to add information, please use this comment section, and the description will be updated. Thank you.
21
Average age of workforce 
Average age of workforce
Độ tuổi lao động trung bình 
22
% of workforce who are persons with disabilities 
Percent of workforce who are persons with disabilities.
23
% of workforce who are (wo)men 
Percentage of workforce who are (wo)men.
24
% of workforce who are visible minorities 
Percentage of workforce who are visible minorities.
25
Average telephone/communication costs per employee 
Average telephone/communication costs per employee.
I have evaluated our 20 locations and find rang eof $43 to $145 pe remployee per month. The high end sounds very high to me. Interested in learning more.
Chi phí liên lạc trung bình
26
Average travel costs per employee 
Average travel costs per employee.
Chi phí di chuyển trung bình
27
Incremental amount paid to contractors, as percentage of payroll 
Incremental amount paid to contractors, as percentage of payroll.
28
Bonus payout as a % of the total possible 
Bonus payout as a % of the total possible within the measurement period (e.g. quarterly).
29
Average equipment costs per employee 
Average equipment costs per employee. Equipment costs include among others: Computers, monitors, desk, chair, telephone, and cell phones for field employees. 
30
Cost of office space per employee 
Cost of office space per employee within measurement period (e.g. per month).
Chi phí không gian công sở cho mỗi lao động
31
Revenue per employee (or FTE) 
Average revenue per employee (or FTE).
Formula:
[Revenue] divided by [Total Number of FTE] or [Total Number of employees]
Direction: More is better
Unit: Money
32
Total labour cost 
Payments in the form of gross salary sand wages, bonuses, and other cash allowances paid to employees and salaries, allowances, fees, bonuses and commissions paid to working directors and fees paid to non-working directors.
Unit: Money
Tổng chi phí công nhân
33
Overtime headcount factor
Average overtime cost per headcount. 
Formula:
[total overtime cost] divided by [total headcount]
Unit: Money
34
Overtime labour cost ratio 
Ratio between overtime cost and total labour cost, whereby overtime costs is part of labour costs.
Formula:
[total overtime cost] percentage of [total labour cost]
Unit: Percentage
35
% of temporary contracted FTEs 
Percentage of temporary contracted Fulll Time Equivalents (FTEs) relative to all FTEs.
Formula:
[temporary FTE] percentage of [all FTE]
Unit: Percentage
36
Total overtime cost 
Overtime costs refer to payments paid to employees for work done outside their normal working hours.
Unit: Money
Tổng chi phí làm thêm giờ
37
Total headcount 
Total Full Time Equivalent (FTE) headcount.
Unit: FTE
38
Total full-time headcount 
Number of people employed full-time within measurement period.
Unit: Number
39
% man hours available 
Percentage of man hours available = ( (total man hours paid - absence from work) / total man hours paid ) x 100%
Absence from work is man hours associated with absenteeism, training and any other diversion from an employees primary function.
Direction: More is better
Unit: Percentage
40
Overtime rate 
The overtime rate calculates the ratio between employee overtime with the planned working times in a specific time period.
Unit: Percentage
Tỷ lệ làm thêm giờ
41
Average tenure per employee 
Total tenure of employees (in years) divided by the number of employees. 
Interpretation:
This KPI gives an indication of experience.
Direction: More is better
Unit: Time
42
% of sick days (illness rate) 
Number of sick days (in hours) relative to the total number of work days (in hours).
Direction: Less is better
Unit: Percentage
Tỷ lệ nghỉ ốm
43
Average number of sick days per employee 
Average number of sick days (in hours) per employee.
Direction: Less is better
Unit: Time
Số ngày nghỉ trung bình của mỗi lao động
44
Job satisfaction (index) 
Job satisfaction (index) of employees measured by surveys.
Direction: More is better
Unit: Rate/index
45
Staff turnover 
Number of employee departures (in FTE) divided by the average number of staff members (in FTE)employed.
Interpretation:
High staff turnover may indicate loss of knowledge, and higher costs in recruitment to fill open positions.
Direction: Less is better
Unit: Percentage